Inspiring Action Across the Early Talent Landscape
In late September leading voices in early talent, recruitment and inclusion came together to share insights, innovations and practical strategies for hiring and supporting the next generation of graduates. With inspiring keynote speakers, student and employer panels and engaging employer-led breakout sessions, the Bright Network Illuminate Conference reaffirmed the power of a strong employer network when striving to attract, assess and retain top graduate talent.
From new technologies to tackling reneges, wellbeing to global hiring strategies, here’s what was covered and how we’re helping shape the future of early careers.
The Power of Storytelling
Abi Asho, Personal Storytelling & Leadership Coach, opened the day with a powerful personal keynote on identity, vulnerability and the strength of storytelling. Drawing from her own background, featured in the documentary White Nanny, Black Child, Abi highlighted how authentic stories build trust, connection, and belonging – something that resonates deeply with Gen Z and early careers audiences.
“Your personal story is your strength and your power.”
Her talk reminded us that while AI tools are evolving fast, human connection remains irreplaceable. Employers who create space for authenticity and inclusion, in hiring and in the workplace, are the ones who will truly resonate with early talent.
For more information on Abi’s work, check out her website.
Fireside chat: The hiring manager perspective on early careers
- James Uffindell, Founder and Executive Chair, Bright Network and
- Sarah Tricker, Senior Sales Director, P&G
In a thoughtful discussion, Sarah highlighted how employers can deepen the way they assess early talent by embracing a more human-centred, data-informed approach.
Key takeaways included:
- Two-way communication is vital: Successful hiring happens when Early Careers teams and business functions collaborate to align on what “great” looks like in a graduate hire.
- Go beyond the CV: It’s not enough to rely on what’s written in an application. By speaking directly with grads on the scheme and exploring real experiences, employers can better identify potential and uncover key issues that may not show up on paper.
- Data with context: Data can flag problems or trends, but meaningful conversations provide the insight to act on them.
This session reminded us that while digital tools can streamline recruitment, real impact comes when human understanding is used to interpret and enhance the process.
Rethinking Assessment with Bright Apply
- Tom Brightwell, Chief Product and Technology Officer, Bright Network
- Olivia Sanchez, Lead Product Manager, Bright Network
With application volumes at an all-time high and the growing use of generative AI by candidates, traditional hiring processes are falling short. Bright Apply is our response. A smart, fair, and conversational screening tool that puts authenticity and human connection back into early talent recruitment.
In our pilot:
- 95% of candidates said the process felt fair
- 91% said it made them less likely to use AI tools
- 4.5/5 average candidate satisfaction score
- 75%+ candidate completion rate
Bright Apply enables employers to get deeper insights, not just scores, but transcripts and explainable scoring which is all fully ATS-integrated. It’s being developed with fairness, transparency and candidate experience at its core, and we’re inviting employers to join as early adopters.
To explore if Bright Apply could be a good fit for your organisation, check out the details here.
Creating Loyalty and Tackling Reneges: NatWest & Eli Onboarding Panel
- Sarah Wardle, Relationships Director, Eli Onboarding
- Tim Salmon, Co-founder and Director, Eli Onboarding
- Rosie MacKay, Talent Attraction Manager, NatWest Group
- Tawsif Islam, Financial Planner Trainee, NatWest Group
Reneges are a challenge for every employer, but NatWest demonstrated how thoughtful onboarding and early engagement can build the loyalty that prevents drop-offs:
- A dedicated onboarding portal giving on-demand content
- A buddy system linking new grads to previous cohorts
- A ‘social wall’ helping movers connect before day one
- Transparent comms, from what to wear to how to ask for prayer space
“You need to earn your graduates’ loyalty and that starts before they even walk through the door.”
With structured onboarding, meaningful peer connections and regular feedback loops, NatWest is seeing a positive impact on reneges and new hire engagement.
Check out Eli Onboarding’s summary of their session from the conference here.
Gen Z Search & Attention: What’s changed?
Gen Z Search & Attention: What’s Changed?
Sara Murray, Senior Content Manager, Bright Network
Gen Z is researching employers differently. Traditional SEO and careers pages are no longer enough. Our student member insights showed that:
- 46% of Gen Z now prefer social media over Google when researching careers
- They expect short, digestible and action-focused content
- Peer perspectives and authenticity are key to trust
- Student action happens through email and ads, not just social content
Our advice? Focus efforts where it matters: one or two key platforms, strong peer-led content, and making information easily accessible and skimmable.
For more information on this session, please drop us an email.
Scaling Early Talent Globally
Hollie Valler, European Early Careers Manager, Arcadis
As more employers build global graduate programmes, Hollie shared how she’s navigating the balance between consistency and localisation using an 80:20 model:
- 80% consistent systems (e.g. AI-enabled tools, shared services, EVP)
- 20% tailored for local context (e.g. candidate sourcing, local comms)
Key takeaways:
- Take the time to engage local teams: Don’t assume, ask
- Trial and adapt: One size doesn’t fit all
- Be open, humble and collaborative: Global success depends on trust
The Evolving Diversity & Inclusion Landscape
- Hosted by Johnson Adeyanju, Account Director, Bright Network
- Victor Dwumah, Economics, Loughborough University
- Eliada Idehen, Neuroscience, University of Leicester
- Kema Davies, Global Early Careers Lead, Hiscox
While some UK employers haven’t yet seen major impacts from global D&I policy shifts, the message was clear: don’t sleepwalk into retreat.
The student members on the panel shared what matters most to them:
- A clear view of the company culture: over lengthy written D&I policies
- Authenticity over announcements: real people, real stories
- Representation and inclusion must be visible and experienced
- Students want to be hired on merit, but also want to feel they belong
For employers, the challenge is to turn policies into meaningful action, and to build early, inclusive relationships on campus, online and through mentoring.
Supporting Graduate Mental Health & Wellbeing
- Francesca Coleman, Head of Programmes, Student Minds
- Paul Hanrahan, Talent Aquisition Training and Development Manager, Enterprise Mobility
Mental health is a key part of talent performance and retention and not an afterthought. Today’s students are navigating a world shaped by COVID, climate anxiety and financial pressure. Employers must respond with structured, proactive support:
- Transparent application journeys and expectations
- Buddy schemes, early check-ins, and peer support
- Wellbeing-first onboarding, starting with in-person touchpoints and continued development
- Clear signposting and support for neurodiverse candidates
Enterprise shared their innovative scheme allowing students to complete internships part-time alongside university to ease financial pressure, which is a a great example of practical, inclusive thinking.
The impact of AI on the workplace
Oliver Yonchev, Founder, cocreated
Oliver, entrepreneur, speaker, and founder of cocreatd, closed Illuminate 2025 with a compelling keynote on the evolving role of AI in the workplace. His talk explored how thoughtful adoption of AI can unlock creativity and improve team morale but only when used with intention.
He highlighted the benefits of using AI to automate repetitive, admin-heavy tasks, allowing teams to focus on deeper, more human-centric work. This, he argued, creates space for innovation and strengthens team engagement.
But Oliver also offered a note of caution: AI should enhance, not replace, human contribution. He emphasised the need for ongoing scrutiny (checking outputs for accuracy, brand tone and relevance) to ensure AI aligns with company values and supports, rather than undermines, human work.
His message: success with AI will come from balance – using it to empower people, not replace them.
Continuing the conversation
The Bright Network Illuminate Conference once again showed the depth of the Illuminate Community’s insight, reach and impact. From the voices of Bright Network student members to the innovation of our employer partners’ work, we’re proud to be at the forefront of early talent, understanding what matters and delivering it in partnership with leading employers.
Whether you’re already working with us or are exploring how we can support your graduate hiring goals, we would love to continue the conversation from Illuminate Conference. Drop us an email with what you’d like to discuss and we can set up a time to meet.
