Rethinking early careers: Insights from AAGE

Industry leaders from organisations including Apprenticeship Support Australia (ASA), NAB, Airwallex and others across the AAGE community shared insights from graduate programs, as well as how they are incorporating apprenticeships, traineeships, internships and into broader workforce strategies.

A broader view of early talent pathways

Speaking at the event, ASA General Manager, Engagement and Technical Support Jarrod Cartwright said he appreciated the chance to share ASA’s perspective and learn from others leading in this space.

A key theme to emerge was the importance of moving beyond a single model of early careers development.

Rather than viewing apprenticeships and traineeships as alternatives to traditional graduate programs, employers are increasingly recognising them as complementary pathways, helping to broaden access to talent and engage individuals earlier in their career journey.

By combining work and study, these pathways allow participants to build practical skills, gain real workplace experience and work towards nationally recognised qualifications while contributing from day one. 

This creates more entry points into industry and supports a more diverse and adaptable workforce.

What makes early careers programs effective

Across the discussions, employers shared practical insights into what drives successful outcomes across all early careers pathways.

Central to this was the idea of early integration into meaningful work, ensuring participants are embedded into teams and contributing value as soon as possible, rather than sitting on the periphery.

Other consistent themes included:

• The importance of career readiness, including professional etiquette, communication skills and personal brand
• The role of feedback and socialisation in helping individuals build confidence and workplace judgement
• The need for strong relationships between participants, managers and mentors

There was also broad agreement that success is a shared responsibility, spanning universities, employers, managers, mentors and the individuals themselves.

Supporting employers and participants

While program design is critical, so too is the support surrounding it.

For apprenticeships and traineeships, this is where structured support plays a key role. Organisations like ASA work alongside employers and participants to provide mentoring, administrative support and guidance throughout the journey, from sign-up through to completion.

This helps ensure participants remain engaged and on track, while employers are equipped to build and sustain their programs.

Navigating a changing workforce landscape

The discussions also acknowledged the broader context shaping early careers programs.

Employers are operating in an environment where:

• Some industries are experiencing growth, while others face increasing pressure
• Workforce needs are evolving
• Emerging technologies, including AI, are influencing roles and workforce planning

Despite these changes, one message remained consistent: the need for well-designed, structured early talent pathways is as strong as ever.

For organisations looking to build sustainable talent pipelines, the direction is clear.

A diversified approach, bringing together graduates, interns, apprentices and trainees, can strengthen capability, improve retention and create more resilient workforce strategies.

Rather than competing models, these pathways are most effective when designed as part of a cohesive, long-term approach to talent development.

As highlighted through the AAGE discussions, employers who embrace this broader view are better positioned to attract, develop and retain the talent they need, now and into the future.

Looking to strengthen your early careers strategy? Get in touch with ASA for support and guidance.