Future-Proofing Graduate Programs: Insights from Deloitte Australia

Graduate recruitment remains a top priority for leading companies like Deloitte, especially as industries grapple with a shrinking pool of qualified talent. In today’s competitive landscape, understanding the forces shaping early careers hiring has never been more critical.

In the latest episode of the VMJPod Graduate Recruitment Series, hosts David Macciocca and Steven Nield sit down with Heather Hunt, Graduate Talent Acquisition Lead at Deloitte, for an insightful conversation on resilience, opportunity, and the evolving future of graduate hiring.

Reaching Talent Earlier in the Journey

Traditional university channels are no longer enough. Heather outlines how Deloitte is shifting its focus to engage future grads earlier in the pipeline.

"We’re looking at different outreach models — engaging earlier with high school students and working more closely with career advisers," Heather explains. "It’s about being visible before they’ve even decided what to study."

This proactive approach reflects a growing awareness that top talent is exploring career options well before university application season. By creating early awareness, Deloitte positions itself as a first-choice employer from the start of the decision-making journey.

For organisations looking to future-proof their graduate recruitment strategy, early engagement is becoming a must-have — not a nice-to-have.

Reframing the Appeal of Accounting

One of the challenges Deloitte is tackling head-on is attracting students to accounting in the first place. It’s a critical issue, especially given the global shortage of accounting graduates and growing competition from tech and other sectors.

"It’s not always seen as exciting," Heather admits. "That’s why we’re collaborating with CAANZ — to help rebrand the profession and make it clear how dynamic and impactful accounting careers can be."

By partnering with professional bodies and co-creating messaging that speaks to purpose, variety, and growth, Deloitte is reshaping perceptions and increasing interest in pathways that once felt narrow or unclear.

Using Data to Drive Strategy

Heather is clear that recruitment decisions at Deloitte aren’t made on gut feel alone.

"Data gives us visibility into what’s working and where we need to pivot," she says. "It helps us understand trends in student engagement and where the drop-offs are."

This insight is fuelling smarter outreach strategies and helping Deloitte tailor their efforts based on real-time signals. Instead of running the same campaigns year after year, Heather’s team uses performance data to experiment, refine, and stay responsive to the market.

For talent leaders, this highlights the value of building an insight-driven culture within early careers — one that prioritises learning and adapts quickly.

Creating Career Paths That Evolve with Talent

Graduate recruitment doesn’t stop once a candidate is hired. Heather talks about the importance of building in flexibility and mobility from day one.

"We want grads to see Deloitte as more than a first job. Internal mobility and long-term career support are essential to retention," she shares.

This long-term view means grads are encouraged to move across teams and roles, keeping them engaged and growing inside the business. By promoting internal mobility, Deloitte ensures that the early careers experience stays fresh, relevant, and aligned to individual aspirations.

For other employers, this is a reminder that meaningful graduate programs go beyond onboarding — they’re about fostering growth, movement, and career clarity over time.

Advice for Graduate Talent Leaders

Heather closes with grounded advice for other teams navigating change:

"Listen to your grads. Build strong relationships with your partners — whether that’s CAANZ, universities, or internal stakeholders. And don’t be afraid to test and learn. What worked five years ago may not work now."

As graduate hiring becomes more competitive and more complex, agility and listening will be key differentiators. Heather’s experience at Deloitte shows that innovation doesn’t always mean big, bold moves — sometimes it’s about consistent iteration, stronger partnerships, and building programs that truly reflect the needs of both the business and its people.

🎧 Listen to the Full Episode
Heather’s perspective on early engagement, employer branding, and long-term talent development is a must-listen for any graduate talent leader looking to future-proof their hiring strategy.

🎥 Watch the Full Episode Here 

🎙️Listen to the Podcast Here