In this episode of the VMJPod Graduate Recruitment Series, hosts David Macciocca and Steven Nield chat with James Schlunke, Graduate Program Senior Manager at Capgemini. The focus? Meaningful experiences.
James shares how Capgemini has scaled its graduate program while staying personal — creating a sense of purpose, belonging, and growth for early talent across the business.
Balancing Scale and Personalisation in Graduate Recruitment
When your grad program grows, things can easily feel transactional. Not at Capgemini. James and his team are finding ways to deliver more personalised experiences, even as application numbers and business demand increase.
"We're trying to show that even at scale, you can make it feel personal," James explains. "That means remembering names, checking in with grads one-on-one, and equipping hiring managers to create a safe, welcoming environment."
The goal? Build trust and belonging from the very first touchpoint — something that pays dividends in performance, engagement, and retention.
Skills-Based Hiring and a Shift Beyond the Degree
Capgemini's graduate strategy reflects a growing industry trend: shifting away from rigid degree requirements and toward a skills-first mindset.
"We’re open to candidates from any discipline," says James. "We care more about curiosity, collaboration, and adaptability than what someone studied."
This approach widens the talent pool, supports diversity, and better aligns with the needs of a future-ready workforce.
Supporting Wellbeing and Continuous Growth
Wellbeing is not a buzzword at Capgemini — it’s embedded into the graduate journey. From mental health support to structured reflection points, James outlines how the program evolves with each cohort’s needs.
"We’ve built in moments to pause, check in, and ensure grads aren’t just surviving — they’re thriving," he says.
Incorporating real feedback loops and mentorship helps grads feel seen and supported, even in a fast-paced business environment.
Designing for Flexibility and Future Growth
With evolving expectations from Gen Z talent and an ever-changing business landscape, Capgemini has taken a flexible approach to program design. James speaks about:
Piloting new rotation models based on business feedback
Encouraging grads to co-create their journey
Empowering hiring managers to play a bigger role in engagement
"We want the program to feel co-owned by the business," James explains. "That’s when you get the best outcomes — when everyone is invested."
Advice for Talent Teams Looking to Evolve
James closes with advice for other early careers leaders:
"Start with empathy. Talk to your grads. Talk to your business. That’s how you find the friction points and opportunities."
He also emphasises experimentation and continuous improvement as key to evolving with confidence.
James’ insights on personalisation, hiring manager enablement, and skills-first recruitment make this a must-listen for anyone navigating graduate hiring at scale.