I had the pleasure of engaging with Libby Haynes, Program Manager for Early Careers at SEEK, who shared invaluable insights into managing graduate programs and fostering new talent in the corporate world.
đź“ŤQ: As a Program Manager specializing in early careers, what strategies do you find most effective for engaging new graduates and retaining them in the early stages of their career paths at Seek?
Libby: “I start with close collaboration with universities and student clubs and have our graduates lead interactions directly with students. Honesty and authenticity are crucial—being true to our word and transparent about what the company and the program stand for. There is a strong emphasis on learning and development, as well as career progression, for me, it’s more than just preparing people for a career at Seek; it’s about their broader career journey.”
đź“ŤQ: What are some of the biggest challenges you face in managing early career programs, and how do you address these challenges to ensure the programs are both effective and appealing to participants?
Libby: “Clarity in the program’s intent and purpose within the business helps immensely in designing effective and engaging programs. One of the greatest challenges facing early careers is the volume of candidates per role. Being clear on what your program offers helps graduates decide which programs are right for them and helps your hiring team make the best decisions for your business.”
đź“ŤQ: How do you approach mentoring within your programs? Do you have a formal mentoring system, and how do you match mentors with graduates?
Libby: “We implement a career coaching model. They are assigned a career coach at the start of the grad program, and they keep that relationship across rotations. More broadly, I believe the most effective mentor-mentee relationships are mentee-led, allowing mentees to choose their mentors based on their career aspirations and needs. Flexibility is key; if a mentoring relationship isn’t working, try a different match. This ensures that mentoring is always aligned with the mentee’s goals and is personally driven.”
đź“ŤOne message for the world:
Libby: “Embrace opportunities and be open to saying ‘yes’ to new experiences, but also know when it’s right to say ‘no.’ Stay true to yourself and be ok to sit in the uncomfortable.”
✨ Key Takeaways:
Libby’s strategies for engaging graduates emphasize the importance of authenticity and clear communication, while her approach to mentoring underscores the value of personal agency in professional development. Her leadership in early career development at Seek offers valuable lessons on nurturing talent and fostering sustainable career paths.
