Graduate Talent Expectations and Priorities – Using Talent to Attract and Retain Michael Lake, Recruitment Manager, Global Candidates and Campus Activation & Alexandra Bennett, Graduate Talent Manager, L'Oréal

1. - Explorateurs

2. - Explorateurs
What are Explorateurs?
• Explorers are innovative, they are adventurous, they are curious.
• They want to explore our company, our industry, our networks and the limits of their own capabilities.
• allows them to discover and define their
own path.
• They are not alls
• They want see the world but more importantly, interact with it.
• They are collaborative and therefore naturally international.
• These people are the future of our company, because this is the future of our industry.
• Explorateurs will discover the new world for us and guide us, because they have all of these qualities and more.
The logic behind the name
French, as well as representing the qualities we are looking for in one word.

3. The Mission & Vision
Find and develop early career profiles into
capable and confident managers.
Identify our future high potential leaders
among them.

4. KPIs

5. Who is our target?
New Graduates
Postgraduates
Early Career Professionals
Mixture of above to be decided
by local teams based on the
local talent market and what
will best achieve the KPIs.

6. The research* shows the following to be most important to
candidates:
• International travel/exposure
• Exposure to most senior people in company and 121
mentorship
• Self definition/development and career control
• Clarity of career direction/opportunities
• Inspiring mentorship/management and 2 way feedback
•
*insights based on Amberjack, Universum, Deloitte Millennial,
Best Companies to Work For and our own survey and focus
groups.
The insights

7. Common highlights:
1. Global or Regional teams running programmes.
2. Multiple programmes
3. International elements
5. Local variations
6. Common global elements
7. Recruit from their interns frequently
8. Rotations for 1-3 years
9. There are NO COOL NAMES.
What can we learn from other companies?

8. Vision and Framework
Attraction
Application
Assessment
Internship
Development
Programme (LIM)
12-18 months
First operational
role
VISION:
Two programmes of activity running in parallel. The first run locally in each country to find and develop strong management skills and
and learning.
Local teams deliver:
•
1.
2. Pure Entrepreneurs
International team delivers:
Rolloutdeliveredandcustomisedby
countries.
• International Rotation Exchange
The Playbook. Guidelines and best practices
for ALL steps and activities in the local
programme.
E.g. Online and Offline Campus Materials,
Chief of Staff, Externships, Mentor
Programme, LfD content, Selfie Tool,
universalcompetencywheel for
Explorateurs, Escape Games, VR,
Gamification and MUCH more

9. International Ventures?
VISION:
2nd year Explorateurs are given two paths to choose from, where they can create and lead the
development of a business plan and proposition, working with an international team of 1st year
Explorateurs which they crowdsource online. They attract and select their team members, scope out
Pilot year: Winning
countries of their choosing.
In subsequent years this will include a global final in Paris.
The winners at the global final will be given the budget and resources by the C-Suite directly,
to go and implement their plan in REAL LIFE.
The Prize

10. Common highlights:
1. Global or Regional teams running programmes.
2. Multiple programmes
3. International elements
5. Local variations
6. Common global elements
7. Recruit from their interns frequently
8. Rotations for 1-3 years
9. There are NO COOL NAMES.
So What?

11. What do current trainees have to say?
y and in
leading