WILL SPENSLEY MEMORIAL AWARD FOR INNOVATION – Private Sector 2020
Facilitator’s Guide
Copyright © 2020 The Australia Association of Graduate Employers Ltd
This is your chance to vote for outstanding examples of excellence in the Australian graduate recruitment and development industry. INTRODUCTION This e-book lists the submissions for the Will Spensley Memorial Award for Innovation – Private Sector. Within this e-book, there are voting buttons which you can use to cast your votes. Only AAGE Full Members (i.e. only Employer organisations) can take part in this voting process. Each of these Employer organisations can only vote once for each award. WHAT YOU NEED TO DO You can view all the entries for this award in this e-book. All you need to do is view the entries for each award and then click on the "Vote for XXXX" button next to your favourite entry. Clicking this voting button will open a pre-populated voting email which you can send to our awards inbox to cast your vote. Please ensure that you include your email signature in your response email. Votes will not be counted if the response email is from an unidentified person. We make sure that only one vote per organisation is counted, to ensure fairness for all entrants. Please also note that this e-book link has been sent to primary members only to coordinate their organisation's vote.
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IMPORTANT RULES TO NOTE Each employer can only vote once for each award. Therefore, if you are part of a team of people you might like to arrange a meeting or teleconference to agree upon a response on behalf of all team members. In the event that more than one vote is received, only the first vote will be counted. Employers are not permitted to vote for their own organisation's entries. Such votes will not be counted. DEADLINE Votes must be received by Friday 31st July 2020.
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Will Spensley Memorial Award for Innovation – Private Sector Table of Contents Submission 1 – Capgemini…..……………………………………………………………………4 Submission 2 – Xero……………………………………………………………………..………….6 Submission 3 – Atlassian ......................................................................... 8 Submission 4 – IMC Trading .................................................................. 10 Submission 5 – Optiver Asia Pacific........................................................ 12 Submission 6 – Allens............................................................................ 14 Submission 7 – Schneider Electric .......................................................... 16 Submission 8 – Toll ............................................................................... 20 Submission 9 – Marsh ........................................................................... 24 Submission 10 – Commonwealth Bank .................................................. 27 Submission 11 – CSL .............................................................................. 29 Submission 12 – QBE Insurance ............................................................. 33 Submission 13 – EY ............................................................................... 35 Submission 14 – King & Wood Mallesons ............................................... 37
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SUBMISSION 1: Capgemini Australia “Amazing initiatives to connect, motivate and educate graduates during remote working – HIIT Sessions, Leaders’ Lounge Sessions, Virtual Masterclasses, Virtual Trivia, Virtual Community Activities and more!”
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At Capgemini Australia, the wellbeing and development of our Graduates is at the forefront of our minds, and when our society moved into remote working as a way of working due to the global pandemic, our Graduate Program stepped up to ensure no grad was left behind and isolated. You name it, we did it! From week 1 of remote working, our Graduate Program Manager ran daily HIIT sessions – donning on activewear and running not one but two 15 minute sessions every work day. This was successful as it gave people an anchor to their day, the first session running at 8:45am and the second session at 1:50pm – and we are well past our 100th session and many are sporting newfound muscles! We are very proud of the sense of community and fun this has encouraged. With fitness checked off, we also came up with a novel way to connect our executive leaders with our graduates through what is known as Capgemini’s Leaders’ Lounge series, which is a talk show type of concept – with a live virtual audience, and one hour of conversation with executive leaders. The graduates get involved and it’s a no questions off the table, unfiltered, unrecorded session which has given many in the community inspiration and our engagement survey results show an all-time high engagement score for our graduate community. We have held weekly ‘lunch and laugh’ sessions, Thursday virtual trivia, Virtual murder mystery, provided virtual masterclasses, and kept our sense of giving back to the community by running a community initiative aligned with Clean Up Australia, where we ran an initiative for all grads to pick up rubbish in their neighbourhood whilst going for a walk or jog, and take a funny photo of some interesting finds – with the most funny picture winning a prize!
VOTE – CAPGEMINI
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SUBMISSION 2: Xero “ My 10 Minutes with Xero”
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With all campus events being cancelled through the impact of COVID-19, we came up with the new concept of ‘My 10 minutes with Xero’ This concept enabled students to book unlimited one-on-one sessions, where they had a 10 minute chat via google hangout with a Xero in an area of their choice. Such as a Developer, Engineer, Designer or Graduate Recruiter. As #Human is one of our core values, keeping the personal element and enabling students to have face time with our Xeros is really important to us. Students can find a lot of information about us online, but this helped them to dig a little deeper and get a feel for what we’re all about. We used a ‘Calendly’ integration to provide an easy way for students to book a session at a time that suited them. The student submitted their questions and selected their area of interest, when completing the booking. The graduate team received an email notification, which allowed us to easily select a suitable Xero volunteer to pair the student with. We ran this concept from 30th March to 12th June and had 92 bookings across Australia. We’ve had a lot of wonderful feedback from the participants, including the following; "I believe the ‘My 10 minutes with Xero’ idea is a fantastic initiative, I can’t praise it enough. It’s refreshing to see Xero really engage with graduating students and the initiative really reflects the care and emphasis placed on us"
VOTE - XERO Will Spensley Memorial Award for Innovation – Private Sector | 7
SUBMISSION 3: Atlassian “Farewell HackHouse, Hello Chapter One - The journey from Start-Up to Enterprise.”
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As we scaled, we found that our previous grad onboarding program HackHouse was no longer fit for purpose. We needed a re-envisioned program to provide clear learning resources. We created Chapter One, an immersive cohort-wide learning experience where we took the cohort through a series of workshops and discussions designed to help them understand the Atlassian values and ways of working. We also introduced required training for managers and mentors around critique best practices and considerations to keep in mind for managing early career employees In the two-day interactive problem-solving workshop, the grads collaborated in small groups to discover a real Atlassian problem, conduct research and test concepts, ending with a prototype. Two of those prototypes have been lifted by our Talent team for inclusion in their onboarding transformation pilot meaning our grads were shipping key processes for the entire company within their first month! We surveyed the grads every day of the program at the start and the finish using Mentimeter so we could see whether the grads agreed that the day’s programming achieved the designated learning objectives - we designed the program both with overall learning objectives for the entire experience, as well as day-by-day objectives focused on the theme of that day. The feedback we received was overwhelmingly positive. 30 days after the program concluded, 92% of the cohort’s managers agreed that their new grad was doing well, being present at work and focusing on continuing to learn while beginning to contribute to the team. With Chapter One complete, our graduate hires have had the opportunity to make a major impact on our customers and their fellow Atlassians, while having fun and creating connections that may last their whole careers.
VOTE – ATLASSIAN Will Spensley Memorial Award for Innovation – Private Sector | 9
SUBMISSION 4: IMC Trading In partnership with Noble Agency
“Helping candidates to ‘feel’ our brand with Augmented Reality?”
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At IMC, technology drives our business. In order to give candidates a real feel for what it’s like at IMC and an engaging brand experience, we used AR technology to bring together our most successful mediums – video and print. We have a lot to say and, often, little time in which to say it. Video works really well for us online and in social media. We also know that a physical presence at campus events with great branding and some printed materials which candidates can take away and read in more depth in their own time is still highly valued. We developed an app in line with our global Graduate Marketing campaign – Start Discovering. The app - Discover IMC - has lots of functions, one of which is an Augmented Reality camera (AR). We have placed AR triggers within most of our printed materials. The user simply opens the Discover IMC app and points the camera at pages in the brochure, the exhibition stand or other branded elements – the AR camera recognises the trigger and plays video through the user’s device. Most fun of all was filming our leaders on green screen giving their authentic, down-to-earth elevator pitch to candidates. When triggered, these videos popup out of the brochure like holograms which the audience absolutely loved, even if it was a bit Star Wars! The experiences left candidates ‘feeling’ the brand, excited and understanding that we’re a business where technology is at the centre of everything we do.
VOTE – IMC TRADING
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SUBMISSION 5: Optiver Asia Pacific “Ready Trader One - a competition designed to engage and evaluate talent?”
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Optiver Asia Pacific designed, built and deployed a competition designed to engage students with the problems they'll conquer while working here. The game balanced technical challenge, collaborative teamwork, and unique creative strategies. Players competed for an expedited interview process and a $50,000 first prize. The Idea Working within high-frequency trading is hard to explain to those outside the industry. We want potential candidates to experience the competitive, collaborative nature of our daily challenges. To do that, we designed a competition we called Ready Trader One. Teams needed to build a trading bot in Python that operated in a simulated market, while also devising a pricing strategy that would trade profitably and ethically against other players. The Execution The build had three components - competition, website and marketing. The competition mechanism required teams to submit code that could trade competitively in a simulated market, which we designed and hosted in-house. The website hosted the competition, allowing teams to register, and learn the basics of options trading, pricing theory, and designing a competition entry. We deployed digital marketing assets to attract students across ANZ and encourage their participation. The Result A total of 223 teams registered, with 493 people keen to take part. The final public round had 101 active entries competing for the top eight spots. We livestreamed a Grand Final, complete with commentary from our Education team, direct to the teams in the top eight. We invited other participating teams to watch a recording of it after we'd notified the winners. We made seven direct offers to candidates from the talent pool generated by this campaign. We also saw an application spike of 70% compared to 2019. We also received strong positive feedback from players, candidates, student societies and internal stakeholders about the game and experience of working with us.
VOTE – OPTIVER Will Spensley Memorial Award for Innovation – Private Sector | 13
SUBMISSION 6: Allens “Virtual / digital response to graduate attraction during COVID-19.”
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2020 has provided challenges! At Allens, we agreed that our commitment to growing Graduate talent is unwavering and we decided we wanted to double down on our engagement with students during these tough few months. We have significantly redesigned our graduate attraction programs so that they could be delivered virtually, including: • 44 University engagement sessions reaching +9,600 students • 29 "Meet and Engage" virtual recruitment forums reaching 1957 students • 4 "Insider Access" Clerkship events reaching 382 students • 16 "Dive In" sessions, our three-day 2nd and 3rd year internship, reaching 259 students • 2 three-week Clerkship programs for 50 students This has been a really uncertain time for future graduates. We're proud that we've managed to connect with over 12,250 students, and continue our support by providing engagement, mentoring and learning opportunities. Feedback from students has been overwhelming, including: "Today I was lucky enough to participate in the first-ever virtual Allens Dive In session! I was able to gain a real insight into commercial law and what working at Allens is really like. I'd like to give a special thanks to the amazing Allens employees who were able to facilitate the program seamlessly online! It's great to be able to stay in touch and continue to grow from home, all thanks to some creative adaptability and innovation from a great team." Student, Deakin University. We believe that our virtual / digital response to COVID-19 honours the memory of Will Spensley as it highlights our commitment to developing and improving the graduate experience through innovation. This significant shift to virtual programs has enabled us to be experimental and innovative in our approach, our design and our delivery. We've needed to learn new ways of thinking and interacting and we've made an impact at a time when many employers have stepped away from this cohort.
VOTE – ALLENS Will Spensley Memorial Award for Innovation – Private Sector | 15
SUBMISSION 7: Schneider Electric “Integrating AI Technology to redefine the future of work.”
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Open Talent Market (OTM) is a disruptive virtual platform using Artificial Intelligence to match the supply and demand of internal talent throughout Schneider Electric. OTM empowers employees to own their career choices, seek interesting project work and removing traditional workforce barriers. OTM is a career development platform that matches opportunities through AI, based on skills, experiences and career goals. OTM has a streamlined user experience with LinkedIn integration for profile set up, and available on desktop, mobile and applications. For the graduates who were uncertain or chose not to rotate, they are able to take part in broader business projects that provides them additional career development and learning opportunities. This system is deployed in partnership with a global start-up who provided us with OTM, a customized opportunity marketplace and create an agile workforce for Schneider.
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VOTE – SCHNEIDER ELECTRIC
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SUBMISSION 8: Toll In partnership with Fusion Graduate Consultancy
“Running global assessment centres Virtually.”
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RUNNING VIRTUAL ASSESSMENT CENTERS GLOBALLY Toll recruits and commences it’s graduates within a 3-5 months hiring in Australia, New Zealand and Asia (in countries including Singapore, Malaysia and Thailand). Graduates start in July each year. In response to the global COVID-19 pandemic, Toll had to transition its selection process from in-person to virtual. Because of the mid-year start date, Toll was the first organisation in Australia to make this transition during early March 2020. Approach: To ensure continued validity and candidate experience, Toll was keen to maintain the in-person format when transitioning to a virtual setting. This included maintaining a group exercise, presentation and interview. Additionally, our priority was to uphold the notion that the assessment centre is a learning opportunity for prospective graduates to learn more about the organisation, program and meet Toll people The hallmarks of our approach included: • Candidate concierge – a dedicated moderator to welcome candidates, provide instructions and troubleshoot technical challenges • An interactive group exercise – altering our existing exercise to ensure it was ‘virtual ready’ • Structured networking – applicants still received a senior welcome, insight from the program manager and were able to interact with graduates in a group and 1:1 setting • Integration with our existing digital assessor tool – Zoom was integrated with our existing assessor tool to ensure the seamless remote collation of assessor notes and scores Campaign outcomes: • A candidate experience that mirrored Toll’s in person assessment centres Will Spensley Memorial Award for Innovation – Private Sector | 21
• 100% candidate / assessor satisfaction • Increased social mobility – applicants living outside of the role's location were able to fully participate in the recruitment process without incurring cost to attend • Reduced time to hire – on average 11 days across all locations • Campaign spend was reduced by 35% through not having to travel internationally • An opportunity to showcase the agility of Toll in the face of a global pandemic
VOTE – TOLL
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SUBMISSION 9: Marsh In partnership with Fusion Graduate Consultancy
“Delivering Virtual Assessment Centres and a positive candidate experience during the time of Covid-19.”
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This year Marsh entered the Australian graduate market with its first company-wide graduate program. With a strong focus on diversity and inclusiveness, the intent was to design a program that developed future leaders who are both collaborative and community minded. Given the current COVID19 situation, the recruitment process pivoted its initial face to face hiring process, and turned our entire focus and efforts to utilising digital and online platforms to innovate, leverage existing platforms to engage graduates and assessors throughout the recruitment process. Working in partnership with Fusion, Marsh moved its in person assessment centres to being completely virtual with a strong emphasis on candidate and assessor experience. Facts and Features • • • • •
2 days of Digital Assessment Centres Over 80 candidates participate Multiple break out rooms 96% first time participation rate (v dropouts) Candidates from across, Australia, New Zealand and the world were able to participate • Concierge greeting to enhance candidate experience, Q&A, Senior Leader involvement • Assessed against Marsh’s Global Competencies
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The outcomes of holding the assessment centres virtually, allowed for a more inclusive, safe candidate and assessor experience, whilst removing the need for graduates to travel to Marsh’s Melbourne and Sydney offices and removed the pressure from graduates as they were able to login from the comfort of their homes. Marsh has fully filled our 2021 graduate roles. Given the positive feedback from students and the business, Marsh is considering permanently implementing virtual assessment centres for future years, and no longer holding in person assessment centres.
VOTE – MARSH
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SUBMISSION 10: Commonwealth Bank of Australia In partnership with Hirevue
“Repurposing on-demand interview technology to deliver key recruitment outcomes.”
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CommBank submits our nomination for delivering an interactive, virtual experience amidst the rapidly changing environment of business continuity during COVID-19. We saw no changes to the volume or timeline of our process, and were required to assess 230 candidates in the absence of a robust, face-to-face assessment centre model. Specifically, we leveraged our existing on demand interview platform to deliver both important experiential video content, and three original case studies. This allowed to still deliver information on the value of our program, but importantly to still assess alignment and performance against our key graduate capabilities. In lieu of meeting candidates in our great work spaces, we created a video tour of our newest precinct South Eveleigh so they could get a taste of working life. We introduced the team, and life at CommBank via a series of talks from our current Graduates across different business units. We have an award winning development program, and it was important to us that our candidates hear from our dedicated graduate learning team on what they could expect from us as they start their career journey. The virtual experience was developed in-house within a 2 week timeframe in order to prevent any adverse impacts to our 5000+ Graduate applications and resulted in 100% of our roles filled. Upon conclusion of the process, 92.4% of hiring managers indicated they were satisfied with the virtual recruitment process. It was of the upmost importance for us to still deliver a work class candidate experience, and 89.5% of candidates indicated they were satisfied with case study model, resulting to an overall candidate net promoter score of 72.2. Given the challenges faced in a rapidly changing environment, this is an excellent result and a moment of pride for us in the Campus Team at CommBank.
VOTE – COMMONWEALTH BANK
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SUBMISSION 11: CSL “In response to Covid19, CSL has been able to innovate to deliver our 10-week Graduate Innovation Challenge by adapting to a virtual learning environment to deliver the required learning outcomes.”
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CSL Virtual Innovation Challenge In response to Covid19, CSL has been able innovate to deliver our 10-week Graduate Innovation Challenge by adapting to a virtual learning environment to deliver the required learning outcomes. CSL graduates participated in a Virtual Innovation Challenge, raising funds and awareness for the charity, RedKite, whilst developing essential business and enterprise skills. CSL adapted quickly, using zoom technology to deliver an immersive, engaging and interactive experience using the annotation, whiteboard, break out room, screen sharing functionality and the Mural application. Participants were required to develop an innovative idea from concept to implementation. Customised Virtual Approach • • • • • •
Developing an innovative mindset (Commercialised future-ready thinking) Global leaders as ambassadors Conceptual and ‘blue sky’ thinking to tangible business projects Presentation to senior leaders for endorsement - Shark Tank’ pitch/ $1,000 seed funding. Project planning and implementation Outcomes and key metric reporting
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BENEFITS to the ORGANISATION
BENEFITS to GRADUATES
• Fast-tracked graduate development
• Innovative thinking & creativity
• Engaged and motivated our graduates
• Problem-solving
• Aligned to ongoing personal development
• Communication & influencing • Digital & financial literacy
• Social impact and raised the CSL’s public profile
• Teamwork
• Global leader exposure to graduates
• Critical thinking
• Presentation skills
• Leadership • Leveraging networks • Exposure to senior leaders
The Innovation Challenge fulfilled our development promise in the face of COVID. Our graduates developed dynamic and tangible skills that they can utilise back in the workplace for their future success. Testimonial The CSL innovation challenge helps Redkite provide vital emotional, financial and educational support to families that have a child with cancer. This program is so important to us not only because the teams raise much-needed funds for these families but because the graduates focus their innovative ideas around community engagement, allowing us to spread awareness of Redkite and reach more families when they need us most.
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VOTE – CSL Will Spensley Memorial Award for Innovation – Private Sector | 33
SUBMISSION 12: QBE Insurance In partnership with Fusion Graduate Consultancy
“QBE's New Graduate Experience.”
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With a refreshed perspective of how we were going to recruit our graduates, we needed to do the same with the induction process. In 2020 we wanted to build an experience that would set them up for success in the overall Graduate Program. For the ‘New Graduate Experience’ there were 2 main focuses: 1. Build capability for them to step into their rotations confidently and enable the transition from study to work life to be as smooth as possible 2. Provide an environment where they can learn and understand the QBE DNA culture before embedding it into their work life. Our QBE DNA spans 7 different values and themes and decided that would be perfect as an overall theme. Given our QBE DNA has 7 different values/themes, we decided to deliver the experience 1 day a week, spread over 7 weeks. The themes were: Week 1 ‘Together’: Learn about what makes a successful team and create a bond that would last their entire program. Week 2 ‘OutsideIn’: Learn more about QBE’s customers are and how QBE contributes to customers achieving their ambitions Week 3 ‘MixItUp’: Gain insight into QBE’s involvement in the community and how our diverse workforce enables QBE and their employees to achieve their ambitions. Week 4 ‘KnowYourStuff’: Learn about the insurance world and how it relates to their role Week 5 ‘RampItUp’: Build capability to adapt to change and remain resilient. Week 6 ‘DoTheRightThing’: Learn to build their personal brand and be introduced to the idea of risk culture. Week 7 ‘OwnItNow’: Provides time for graduates to reflect on the importance of owning their development and careers at QBE to be successful. All of this came together under the name of the ‘New Graduate Experience’ which was delivered both face to face and using virtual classrooms.
VOTE – QBE INSURANCE
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SUBMISSION 13: EY In partnership with Cappfinity
“Unique and immersive digital testing experience.”
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As technology transforms the way we work, EY’s appetite to attract technology and innovation minded graduates increases. Our technology brand isn’t well known, and we compete with organisations beyond professional services for tech talent. We needed to enhance the perception of our brand as an innovator and provide a more digitally enabled experience.
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Our key objectives
Develop market-leading recruitment process to support our innovation brand Deliver unique candidate experience that authentically showcases working at EY
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Employ robust and more efficient recruitment methodology Increase hires from STEM and non-traditional degrees with technology mindsets
We partnered with Cappfinity, the leading strengths-based assessment provider, who identify candidates who ‘can do and love to do’ the role. We achieved these objectives through: ►
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Extensive consultation with EY professionals to identify the strengths required in EY graduates, mapped to our Leadership @EY model. The design and development of a testing platform incorporating bespoke videos, articles and charts which educated candidates on the ‘future of work’ narrative and the impacts of technology transformation through an immersive and engaging testing experience. Creation of a Job Simulation for each key business area, enabling students to experience work they could expect to undertake at EY, while also providing EY assessors the opportunity to observe candidate’s written and verbal skills. Candidates were provided with a personalised strengths report to further help them pursue opportunities in areas well-matched to their strengths.
Outcome ►
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Candidates described the tests as; “Clever and unique”. “The test gave me a sense of actually being part of a business process, which made it really engaging”. EY assessors noted ‘significantly higher calibre candidates at interview’ with shortlisting time reduced and recruitment days reduced by 30% STEM hires increased; 22% to 24%.
VOTE – EY
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SUBMISSION 14: King & Wood Mallesons In partnership with InsideSherpa & Unbnd Group
“King & Wood Mallesons (KWM) enables from-home career progression, launching industry first virtual reality and virtual experience programs for graduates as the virtual world becomes the ‘new-normal’.”
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KWM is re-imagining the graduate experience. Pre-pandemic, we believed it was critical students have access to remote educational/work experience resources. It is now clear how vital that is. In March 2020, the firm launched industry-first Virtual Reality (VR) and Global Virtual Experience Programs (VEP) to make corporate law accessible to anyone, anywhere in the world. The VR provides students and graduates with an immersive and interactive experience that allows them to navigate their own journey through life at KWM. Users can virtually see KWM office locations around the world, understand what makes KWM’s people unique and explore market-leading international initiatives the firm is involved in. The Global VEP has been developed to replicate real-life legal challenges. Users work through hypothetical scenarios that mirror matters that KWM teams have completed for clients around the world. The program features world-first tools including: •
automated real-time feedback technology to enhance learning;
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recruitment chatbot which provides students with personalised guidance on programs at KWM; and
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a ‘Global Hub’ containing videos and insight into KWM’s people, work and footprint.
Within 2 months, over 6,400 students enrolled in the Global VEP from over 400 Universities across the world. Kelly Choo from University of Sydney undertook the Global VEP “It really does highlight the international nature of the firm, and its links with Asia, as well as the genuine commitment to cultural intelligence and awareness”. Both experiences have been rolled out across KWM’s global network. They are free, globally accessible and available entirely in English and Chinese. The Global VR and VEP together enables students and graduates to experience the quality of work undertaken at KWM, increase their knowledge and skills in law and understand what it feels like to be part of an international top-tier firm.
VOTE – KWM Will Spensley Memorial Award for Innovation – Private Sector | 39
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