How to Prove ROI on Early Careers

In today’s economy the pressure is on TA and Early Careers leaders to prove the value of investing in early careers programmes. There’s a need to show that EC isn’t just a nice to have it’s a strategic investment.

Here’s our 5 steps on how to make the case:

1️⃣ Start with the why
Early careers is more than just hiring young professionals. It’s finding the future leaders for the business, building a talent pipeline, improving diversity, and strengthening your employer brand.

2️⃣ Agree what to measure
Before you do anything, agree on success. That might mean:

• Retention after 12–24 months
• Cost vs mid-level hires
• Progression into permanent roles
• Manager satisfaction
• Diversity in the talent pipeline

3️⃣ Think system, not scheme
Early careers shouldn’t be a side project. Build it into your full talent system:
Attract → Recruit → Develop → Manage → Retain

4️⃣ Use data
Speak the language of the business. Add context to make it land:

Our graduate hires from 2021 are 20% more likely to be promoted than external hires, with a 30% lower cost-per-hire.

5️⃣ What’s in it for them?

• Finance: Long-term savings
• HR: Better retention and internal mobility
• DEI: Increased representation
• Hiring managers: Driven, digital and social media native, coachable talent

Make it easy for stakeholders to see what they’re getting out of it.

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