Apply for Abode's first-ever Early-Career Engagement Awards. Learn More
Abode is proud to recognize Experian for excellence in crafting intentional keep-warm strategies, building community, and preventing reneges. There is a significant amount of effort and intention that takes place between candidates accepting an offer and showing up on their first day. In their application, Experian demonstrated how hard work and strategy benefits the individuals joining their program. Below, you’ll find the highlights of their early-career engagement strategy from their standout application.
Abode is proud to recognize Experian for their strong approach to early-career engagement.
Read what this organization had to say about their winning strategies.
“We’re proud of our intentional pre-start engagement strategy that builds confidence and connection well before day one. We post monthly icebreakers on Abode to help interns connect with their peers. We also host monthly sessions, including a business unit spotlight where a leader shares the business mission and priorities. Additionally, we hold a networking workshop to help interns build meaningful professional relationships and a goal-setting session to guide them in defining clear, actionable development goals. We close with an open forum in May where interns can ask questions and feel fully prepared for their start.”
“We’re proud of how intentionally we build community before interns even arrive. We start with an introduction forum where interns share their school, interests, role, and an optional selfie, sparking early peer-to-peer engagement. Our monthly pre-boarding sessions give interns space to meet, connect, and even begin networking on LinkedIn months in advance. This year, we added a fun community touchpoint by designing intern t-shirts and having the cohort vote on their favorite. The winning design will be sent to them, creating a shared sense of community before day one.”
This organization had one of the lowest renege rates among their peers who applied.
In their application, they cited regular communication with new hires between acceptance and start date, connecting new hires with peers before the start date, and hosting pre-start programming or events as the top 3 reasons for their low rate.
