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2022 WILL SPENSLEY MEMORIAL AWARD FOR INNOVATION Organisations with Graduate Intakes over 100.

Facilitator’s Guide

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. 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 5th August 2022. Please note: For formatting purposes there are some blank pages throughout this document, please disregard these.

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Will Spensley Memorial Award for Innovation – Organisations with Graduate Intakes over 100

Table of Contents Submission 1 – KPMG Australia Submission 2 – National Australia Bank Submission 3 – Westpac Group Submission 4 – Department of Social Services Submission 5 – Australian Taxation Office Submission 6 – EY Submission 7 – Macquarie Group

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SUBMISSION 1: KPMG Australia In partnership with Reejig

“Revolutionising KPMG’s student experience through the power of AI”

VOTE – KPMG AUSTRALIA

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Revolutionising KPMG’s student experience through the power of AI This year, KPMG set out to reshape what “Graduate” looks like by using the power of AI to break down traditional career pathways. Meet KPMG’s Career Co-pilot. A personalised, virtual career coach revolutionising the candidate experience. Powered by workforce intelligence platform, Reejig, Career Co-Pilot helps students navigate their career path and explore learning content to guide them through their early career journey. Using AI-enabled technology and current KPMG employee data, students receive customised resources to help them explore relevant career pathways at KPMG and have 24/7 access to the connected learning hub with articles created with the support of The Career Conversation. Through Co-Pilot, we can provide a tailored experience to candidates in the application process by sending personalised nudges to remind them of key dates, share learning material and inspire their thinking about the future. A mobile-first web application, students access Career Co-Pilot via a QR code (promoted via campus activations, throughout the candidate journey, PR and social media) and complete a simple profile to access the KPMG talent ecosystem, removing the need to download apps and reducing barriers to entry. Outcomes so far Since launching, we have seen an average open rate of 58% for nudges and the most popular learning content includes articles on reflecting on your experience, developing resilience, and controlling your mindset.

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SUBMISSION 2: National Australia Bank In partnership with Fusion Graduate Consultancy

“NAB Graduate - Recruiting for ethical bankers”

VOTE – NAB

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The Royal Commission into Misconduct in the Banking, Superannuation and Financial Services Industry called for greater industry focus on obeying the law, acting fairly, and taking reasonable care. To progress learnings from the Commission, NAB re-engineered the graduate experience by applying an Ethical Lens across the breadth of our Graduate Value Proposition. Our graduates are the next generation of leaders for NAB and the Banking Industry, so we wanted to ensure we’re strengthening our ethical foundations by continuing to recruit the right talent. Using Ethics as the construct, our campaign changed the way we educate graduates by promoting the importance of ethics in our sector at a range of information sessions and student events. Our Approach leveraged a multi-faceted recruitment process with a success profile, selection methodology and framework that ensured candidates were aligned to the way we work and that the decisions they made upheld the integrity and reputation of the business. Ethical standards were used as a critical measure of success and candidates were assessed on their attitudes and characteristics that aligned to this, as well as to our vision and values. Blended Assessment: Candidates completed a situational judgement test comprising of inrole ethical dilemmas.

Video interview: Candidates were asked what ethics means to them when it comes to ensuring that NAB’s customers are being treated fairly and why this is important. Engagement Centres: Candidates were tasked with a group activity to identify initiatives that NAB can implement within our Customer Vulnerability Framework to create simpler and inclusive banking experiences. In totality, we believe we’ve enriched the candidate experience by showcasing NAB’s commitment to ethical banking and the professionalism required, whilst gathering critical information to understand a candidate’s skills, their integrity, and drive for customer excellence. We believe this approach is unique, the first time it’s been applied in the Australian graduate industry.

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SUBMISSION 3: WESTPAC GROUP “Westpac Group 2022 Graduate Wellbeing Conference”

VOTE – WESTPAC GROUP

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The Challenge Mental health continues to be a crisis for graduate talent, recently exacerbated by the pandemic. With typical social norms of work shifting significantly, workplace wellbeing is more critical than ever. How do we nurture and nourish our graduates so that they can be healthy and successful young professionals? Our Innovation In collaboration with our Chief Mental Health Officer, and in response to the crisis our graduates face, we created the inaugural “Graduate Wellbeing Conference”. This is a purposeful pivot from our ‘traditional’ professional development pathway towards holistic mental health and wellbeing. The conference aimed to: • Inspire – to be courageous and open to new possibilities • Educate – to learn strategies that can be applied in professional and private lives • Empower –to gain knowledge to confidently make the right decisions The one-day virtual event provided a variety of experiences to help graduates cope with the crisis, whilst at the same time continuing to strive towards meaningful and productive work. The event featured keynote speakers with extensive experience in mental health, focusing on and including actionable practices in: • Storytelling to raise awareness of workplace wellbeing strategies and share resources that can be applied back in the workplace. For example, understanding the importance of movement to keep the brain and body healthy, and how gratitude can be transformational • Job Crafting – encouraging graduates to consider how they act, interact, and think about their work and to redesign aspects of their job in ways that foster engagement, job satisfaction, resilience, and thriving The event concluded with an Executive Leadership team panel discussion, where graduates had the opportunity to hear firsthand how our leaders design and create a culture of workplace wellbeing and how vulnerability and gratitude make the most significant impacts in the journey towards a mentally healthy workplace.

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SUBMISSION 4: Department of Social Services “Keeping high-quality graduates engaged and attracted from application to commencement.”

VOTE – DEPARTMENT OF SOCIAL SERVICES

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In 2021, the Department of Social Services (DSS) Graduate Recruitment team identified an innovative opportunity to engage with candidates in a meaningful way throughout the recruitment process. Keeping candidates warm, immersed and attracted to the department was identified as a difficult undertaking in the lead up to the commencement of the program. Competing with organisations making late offers and candidates losing enthusiasm was an obstacle to overcome. With the pandemic keeping Australians locked down and prohibited from attending social events, the highly accessible and functional virtual networking platform Zoom enabled the facilitation of regular catchups with graduate candidates, from the moment that applications closed. On a fortnightly basis, the Graduate Recruitment team would invite candidates that had successfully progressed to the next assessment stage to attend a “Meet and Greet” information session. During these sessions, the team would provide updates on the upcoming assessment stage, and answer any questions that candidates had about the program, the department and the recruitment process. Many of these sessions were held outside of standard working hours in order to accommodate for applicants that worked or studied between the hours of 9:00am-5:00pm, or were located in Australia’s central or western states and territories. The Graduate Recruitment team received very positive feedback from candidates during these Meet and Greets and there has been many positive responses published on Whirlpool forums. Numerous candidates have stated that other recruitment processes they had participated in felt quite impersonal comparatively, and these sessions got them excited about DSS. The department subsequently recruited 129 graduates for our 2022 Graduate Program. Many of our current graduates have indicated that the Meet and Greet sessions held during the recruitment process made them feel supported and allowed them to establish a connection with the Graduate team, influencing their decision to join the department.

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SUBMISSION 5: Australian Taxation Office “Australian Taxation Office: The ATO Graduate Experience Builder tool.”

VOTE – AUSTRALIAN TAXATION OFFICE

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Launched in 2022, the Graduate Experience Builder is an interactive tool giving the ATO’s graduates additional insight into the diverse work experiences available across the organisation, empowering our graduates to take charge of their career development. Designed with a user centred approach, the innovative new tool allows graduates to explore different career pathways and build their networks, capability and professional skills across the different streams, like Data and HR. They move at their own pace and explore the areas of interest or need. It provides them with a greater understanding of the ATO’s core business and organisational structure and inspires them to seek out their preferred career pathway. Work rotations can present different opportunities for graduates, providing focus on specific experiences or capabilities. The Experience Builder bridges that gap by increasing the graduates’ knowledge of what skills are required in both their current role and desired role. This empowers them to drive the conversations around career setting, performance goals and capability development. Managers are also better equipped to provide a wide breadth of opportunity and experience to graduates by tapping into ideas, projects and work that their graduates can undertake to support their development. Feedback received from our graduate cohort has been positive. Graduates were eager to experience the opportunities that the Experience Builder provides. “As a Data grad, I think that the experience builder is a good step for the ATO to streamline the training and experiences of grads throughout their rotations”

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SUBMISSION 6: EY “EY A Brighter You Series - an event series designed to attract and motivate students to apply to EY”

VOTE – EY

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EY A Brighter You Series Our key objectives

Encourage better, more informed applications from students by hosting a four-part event series during our recruitment campaign

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Decrease the number of attraction events we hosted to make it easier for students to commit their time to attending our events

The EY Oceania Campus Recruitment team designed a four-part event series titled A Brighter You. ► ► ► ►

Getting to Know EY – an overview of EY and our service-lines Growth Mindset + Commercial Awareness – a soft skill session focused on areas important to success at EY Meet the Hiring Manager – an in-person networking event Application + Interview Workshop – an insight into our application process

The events were a combination of virtually hosted video calls and face-to-face events in our offices across Australia and New Zealand. 1.

We created specific promotional collateral for A Brighter You which tied into our general campaign theme.

We promoted the series through various channels, including social media, eDMs to universities and student societies, and our network of students that attended prior EY events.

While students were encouraged to attend the entire series, we accepted registrations for single events.

Although the series was aligned to our recruitment campaign for vacationers and graduates, it was open to students of all levels to promote our early ID programs.

Outcome 5.

Feedback was collected after the series.

Registrants have formed a pipeline of talent that we will leverage for opportunities in the future.

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SUBMISSION 7: Macquarie Group “Macquarie's Tech Select Program”

VOTE – MACQUARIE GROUP

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In 2022 Macquarie launched a new early careers program, Tech Select. The program is the first of its kind for Macquarie and is designed for graduates with one to two years of working experience. It puts technologists in the driver’s seat, giving them an opportunity to experience new areas of tech, whilst building their technical and professional skills. The cohort will embark on a 12-month development and mentoring program consisting of two 6-month rotations across their choice of technology disciplines. With the freedom to choose, they have an opportunity to try something new or hone their existing expertise whilst working on key projects within our technology team. The cohort will also complete a formal development program focused on building their technical skills and capabilities in core fundamentals, relevant to all technologists. In addition, they follow a curated learning pathway, one that aligns with their passion, objectives, and aspirations for their career in technology. At the conclusion of Tech Select, the cohorts career journey at Macquarie is only just beginning. The high volume of applications received for the first intake suggests a gap in the market for a program that offers technical and professional development for graduates with a couple of years' experience With the first cohort commencing in July 2022, Macquarie is committed to continuing to invest in junior careers and will open applications for our second cohort in October 2022.

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Thank you for casting your Will Spensley Memorial Award for Innovation vote!

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