How to Build Grad Hiring Momentum That Lasts: Insights from Suncorp

In graduate recruitment, momentum doesn’t come from a single campaign — it’s built over time through trust, clarity, and the right systems behind the scenes. In Episode 42 of the VMJPod Graduate Recruitment Series, Kelly Pfeffer, Graduate Talent Lead at Suncorp, shares how she’s approached this long game with over 10,000 annual applicants, business-wide coordination, and a deep respect for early talent.

Whether you’re launching a new program or refining a mature one, Kelly offers tactical advice and timeless mindset shifts for building a graduate hiring engine that lasts.

Start with Clarity — Then Scale It

Suncorp’s graduate program attracts significant interest, but Kelly stresses that scale alone doesn’t build impact — it has to be supported with structure and transparency.

“Last year we received 10,000 applications, which was pretty much a 30% jump for us from the year before... We work very closely with our RPO partner when it comes to the high-volume recruitment steps that we do as part of the process.”

Her team hires around 60 grads and 40 interns annually, but it's the proactive preparation and clear role design — in partnership with their RPO — that allows them to handle demand and deliver a consistent candidate experience.

Why Grad Recruiters Are Different

Kelly notes that graduate recruitment attracts a particular type of professional — one who balances fierce competition with genuine community spirit.

“Maybe it’s the type of people we attract to our space... that desire to care about the other person you’re working with. That goes through to how we interact with each other.”

She reflects on how the graduate recruitment community openly shares challenges and solutions, even across company lines, something rare in other areas of talent acquisition.

Help Hiring Leaders Hire for Potential

One of the biggest challenges in early talent is educating hiring managers who are used to experience-based decisions.

“We’re really asking the leaders to look for people who are an organisational fit... who have some core capabilities or an aptitude to learn. That’s what hiring leaders struggle with the most — they only know experience.”

Kelly explains that hiring grads requires a shift away from CVs and traditional assessments and toward something broader — potential, attitude, and adaptability.

Grads Are Changing — And That’s a Good Thing

Kelly sees positive shifts in how graduates are approaching their own development.

“They’re less reliant on the business to provide everything and more willing to take ownership for their own learning.”

This maturity opens the door for programs to create space for self-led development, rather than providing a one-size-fits-all onboarding experience.

Don’t Rush Trust — Momentum Takes Time

A key message from Kelly is that you can’t shortcut your way to brand trust or program traction.

“It can take you two or three campaigns to actually build momentum in the market... You can’t just decide you want to hire graduates and think you’re going to be successful straight up.”

It’s a reminder that consistent visibility and delivery are essential to building employer credibility with students — and that stopping and starting grad hiring resets progress significantly.

Let Tech Handle the Volume, So You Can Focus on People

Kelly is clear about the role automation and data play in helping Suncorp manage scale, but she’s also clear on where humans must stay involved.

“We automate with reliance on the data — that’s how we get through the volume... but then from video interview, we’ll do final interviews after that — that’s where the human comes in.”

Her perspective is that AI and automation should be embraced where appropriate but used thoughtfully, so recruiters can focus on where they add the most value: in conversations, decision support, and care.

Final Thoughts

Kelly Pfeffer’s approach at Suncorp reminds us that graduate hiring success isn’t about fast wins, it’s about building trust, aligning internally, and creating space for tech and people to work together.

If you’re in early careers and looking to build a sustainable graduate recruitment program, this is the episode to bookmark.

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