Early Careers Recruitment: Hire Better with Character Insight
Why Character Matters More Than Ever in Early Career Hiring
Hiring early career talent isn’t just about ticking off qualifications anymore. Employers need hires who can adapt, collaborate, and think long-term—but too many are struggling to find candidates who fit. Our latest research reveals why character is the missing piece in modern recruitment.
We analysed 4,190 survey responses using the VIA Character Strengths Assessment, a globally recognised tool for measuring key character traits. These responses come from a variety of sources, with a significant portion gathered directly from schools, offering first-hand insight into the strengths and development areas of upcoming talent.
The data highlights that while young professionals excel in teamwork and adaptability, they often struggle with self-regulation and long-term career planning—challenges that, if unaddressed, can lead to higher turnover, slower ramp-up times, and disengagement.
By leveraging character data, recruiters can refine their employer branding, hiring processes, and development strategies to attract and retain high-quality, purpose-driven hires who align with their company’s long-term goals.
Key Character Strengths in Early Career Talent
Not all strengths are created equal. The data highlights key character traits that stand out among young professionals, and how they align with industry needs.
🔹 Teamwork (Avg. Score: 3.62, Max: 5.0) – Collaboration is one of the strongest traits in early-career talent, making them well-suited for industries like technology, healthcare, and consulting.
🔹 Bravery (Avg. Score: 3.30, Max: 5.0) – This generation is more willing to take risks and innovate, making them a great fit for entrepreneurial, sales, and leadership-track roles.
🔹 Love (Avg. Score: 3.30, Max: 5.0) – Emotional intelligence and people skills make early talent particularly well-suited for customer service, HR, and community-driven roles.
Where Employers Must Step Up: Development Areas
Despite strong teamwork and leadership potential, certain character traits show gaps that could impact long-term career success if left unaddressed.
⚠ Prudence (Avg. Score: 3.13, Min: 1.0, Max: 5.0) – Decision-making and long-term planning are areas where many young professionals struggle, emphasizing the need for structured mentorship and guided responsibilities.
⚠ Self-Regulation (Avg. Score: 3.50, Max: 5.0) – Many candidates find it difficult to maintain focus and discipline under pressure, making structured onboarding and resilience training crucial, especially in finance, legal, and engineering roles.
⚠ Appreciation of Beauty & Excellence (Avg. Score: 3.28, Min: 1.0, Max: 5.0) – Some early-career professionals lack intrinsic motivation for high-performance environments, reinforcing the need for career pathways that emphasize personal growth and progression.
How Employers Can Leverage the Triple A Method for Better Hiring Outcomes
Hiring early career talent isn’t just about finding the right candidates—it’s about keeping them engaged, developing their potential, and ensuring they stay for the long term. The Triple A Method (Attraction, Attachment, Aspiration) is a structured approach designed to help employers overcome common recruitment challenges by focusing on what young professionals truly need from their workplace.
The data highlights that candidates excel in teamwork and adaptability but struggle with self-regulation and long-term career planning. The Triple A Method bridges these gaps by ensuring that:
✅ Candidates are drawn to roles that align with their values (Attraction)
✅ They can see that they will be supported and engaged once they join the company (Attachment)
✅ They see a clear career path for their future growth (Aspiration)
1️⃣ Attraction: Aligning Employer Brand with Early Talent Values
📌 Insight: Young professionals want workplaces that prioritise collaboration, impact, and career growth.
📌 What to Do: Build employer branding that highlights team-driven cultures, career development opportunities, and workplace purpose.
📌 Example: Recruitment marketing that features real employees discussing their growth within the company.
2️⃣ Attachment: Closing the Gaps in Early Career Readiness
📌 Insight: Many candidates struggle with workplace discipline and long-term thinking.
📌 What to Do: Implement structured onboarding, mentoring programs, and clear progression paths to support early talent.
📌 Example: Early career mentorship programs that offer decision-making workshops and real-world scenario training.
3️⃣ Aspiration: Keeping Young Professionals Engaged Long-Term
📌 Insight: Without clear progression, young employees are more likely to leave within the first two years.
📌 What to Do: Offer internal career mobility, leadership fast tracks, and personalised growth plans.
📌 Example: Companies that showcase clear career pathways and long-term development tracks see higher retention rates.
The Future of Early Career Hiring: Why a Character-First Approach Wins
The job market is evolving, and traditional hiring metrics no longer guarantee workforce success. Employers who integrate character insights into their recruitment strategies will be ahead of the game, creating strong, engaged teams with higher retention rates.
Key Takeaways for Employers:
✅ Use character data to enhance recruitment messaging – Speak directly to what young talent values.
✅ Invest in early career development programs – Structured training can bridge skill gaps before they impact performance.
✅ Apply the Triple A Method – Build a hiring strategy that doesn’t just attract talent but nurtures long-term career success.
Final Thoughts
The Triple A Method isn’t just a recruitment framework—it’s a game changer for companies that want to attract, engage, and retain high-quality early-career talent. Organisations that embrace data-driven hiring strategies and align with candidate character strengths will outperform competitors by creating more purposeful, engaged teams.
🔹 Next Steps: If you’ve already read the Triple A Method, now’s the time to apply it. Start by reviewing your current early-career approach through the lens of character: where are the gaps? Which strengths are you attracting—and which are missing?
If you haven’t explored the method yet, the guide below lays it all out. It’s a practical starting point for building a more purposeful early careers strategy.
The data’s clear: recruitment rooted in character doesn’t just improve hires—it builds teams that thrive.
Download the 'TRIPLE A' method and get purposeful about recruitment
In this guide, you’ll learn how our ‘Triple A’ Method helps you attract early career candidates who align with your values and see a future with your organisation. It’s a practical approach designed to increase the quality of applications and reduce the disconnect that leads to early dropouts.
While we focus purely on attraction, research shows that when young people feel aligned and purposeful from the start, they’re far more likely to stay. That’s the impact of doing early careers recruitment differently.
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