Building the future: the impact of Early Careers

It’s that time of year again—the opportunity to recruit interns, the future of tomorrow. This has always been a part of my work that I genuinely enjoy. I've recently been able to dive into early career programs again and I am quite happy about it.

Early in my career, I was tasked with building a very basic internship program. The CEO I worked for recognized the importance of investing in early-career programs. Facing challenges in recruiting senior talent, he decided to focus on juniors instead. You may be thinking what? At first glance, it seemed counterintuitive, but in the long run, it paid off. The juniors of today truly do become the seniors of tomorrow.

Many people underestimate the profound and lasting impact that early-career strategies can have on a workforce. By creating opportunities for young talent, you open a gateway into the job market that often shapes their long-term perception of work. This influence extends beyond the individual—it can drive technological advancements, guide the evolution of industry practices, and define the areas where people choose to build expertise. The juniors you meet today, even if you don’t hire them, may remember the positive impression you made. In five years, when they’re seeking new opportunities, they might just reach out to you because of the kindness and time you offered them back in the day. That's exactly what happened early in my career. Ultimately investing in juniors allowed us in a very short period of time to hire more senior staff.

Universities understand this dynamic, which is why they often encourage students to explore diverse opportunities and fields.

What about your seasoned staff? Early-career programs benefit them, too. Mentoring young talent gives senior employees a chance to give back to the next generation, adding meaning to their work. It challenges them to rise above routine, especially since juniors rarely settle for answers like, “That’s just the way it’s done.” Young talent isn’t bound by tradition, which can disrupt the status quo in ways that inspire growth and innovation.

There’s also value in reverse learning—senior employees can learn from juniors about the latest trends, technologies, and cultural insights. The cross-generational dynamic often sparks creativity and, at times, humor. I still remember when a younger teammate admitted they didn’t know who the Spice Girls were. That was the moment I truly felt old!

And let’s not forget the energy and passion that new generations bring. Interviews with young talent are often refreshing; their eagerness to learn and grow prompts me to reflect on my own development. Guiding early-career professionals reminds seasoned employees of their own beginnings, creating shared moments of inspirations and thoughts.

Research backs this up—early-career programs are linked to increased employee engagement and a stronger corporate culture. Companies that invest in these programs often see higher productivity and improved talent acquisition outcomes.

When times are tough, hiring juniors may not feel like the right move. Companies might naturally lean toward experienced professionals for their perceived immediate value. However, bringing in young talent is often a strategic solution. Beyond the points already mentioned, early-career professionals come with lower salary expectations, making them a more budget-friendly option during challenging times. They also often bring fresh perspectives, adaptability to new tools and technologies, and innovative problem-solving approaches—qualities that are especially valuable in difficult periods. In short, hiring juniors isn’t just a cost-saving measure; it’s an investment in the future.

While onboarding and training require effort, the benefits of fresh ideas, adaptability, and long-term growth far outweigh the costs. In exploring different programs for early juniors, it’s clear that the most successful initiatives are those tailored to the needs of both the organization and the participants.

Whether through internships, apprenticeships, graduate programs, or mentorship initiatives, the goal remains consistent: to nurture talent, provide structured learning experiences, and prepare juniors for long-term career success, shaping the landscape of tomorrows workforce. By investing in such programs, organizations not only build a pipeline of skilled and motivated professionals but also foster a culture of learning, diversity, inclusivity, and innovation.