Case Studies
Our expertise can ensure your campaigns exceed expectations.

Attraction

We are top dogs at managing the end-to-end delivery of your attraction strategy, ensuring you gain maximum reach, meet the objectives of the business and deliver a highly engaging campaign.

Through close consultation with our clients and deep understanding of how to communicate with young people, we will design and deliver bespoke, effective attraction methods, using workshops, online challenges, insight days, youth events, Campus and Brand ambassadors, as well as our university network of Bright Futures Societies.

Bright Futures Societies

Run by students for students, Societies help to provide you with real insight into what young people want to see from an employer like you. A year-long membership allows you access to our network of 38,000 awe-inspiring undergraduates, saving time and resources associated with developing a broader and more diverse pipeline of emerging talent.

Selection and Recruitment

With over 20 years’ experience in recruiting graduates, interns and school leavers, there is little we have not done and few industries we have not worked with. We can help shape your strategy - plan which universities to target and which online tools to use, create and host online applications, undertake CV screening and design and facilitate assessment centres. We offer a bespoke campaign for every client. Fancy testing our skills? Give us a shout!

Learning and Development

We help our clients support the growth and development of their early talent through interactive and inspiring digital content. This not only upskills young people so they are better prepared to hit the ground running, but vitally it makes them feel more valued. We deliver this in a manner that reflects the way young people demand to access information in today’s mobile-first world.

Corporate Social Responsibility

At MyKindaFuture we firmly believe in our social mission and by partnering with clients in respect to their CSR Community objectives we have the ability to make real and positive change. We will design our outreach to meet the specific needs of our clients and find a solution that inspires young people, whether via workshop events, insight days, online challenges or promotional media - whatever it takes to make an impact.

Arriva

What we did:

Created an interactive, mobile-ready learning solution for Arriva’s new graduates.

What we achieved:

Increased engagement and graduate skill levels in the lead-up to their first day of work.

Challenge

Our brief? To create an innovative, digital solution to fit young people’s technological appetite and user patterns while increasing their anticipation and readiness to enter into the world of work.

Delivery

Our solution? We co-created an 8 week intensive programme compiled of short, immersive learning modules. The graduates received mobile alerts and links to the content via their mobile devices, where they learned about the company culture through videos and tackling mini quizzes and challenges that prepared them for life at Arriva. The bespoke content trained the grads in values and skills that readied them for day one – such as resilience, email etiquette and work etiquette in meetings. Best of all, tailored reports gave Arriva stats and insight into levels of engagement and early-warning signs of potential reneges.

Outreach

19 new starters invited to take part.

Real time text messages.

Outputs

8 bespoke modules delivered direct to the grads’ mobile devices.

94% of the grads engaged with the content (the industry average is 23%).

71% of the grads completed every module.

Outcomes

84% overall completion rate (out performing comparative elearning at c 30%).

98% rated the modules 4 or 5 stars out of 5.

80% stated they would make their online presence/social media profiles more professional, including enhancing their Linkedin profile.

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Allen and Overy

What we did:

Work Experience Recruitment

What we achieved:

Challenged perceptions, engaged, and inspired

Challenge

Our brief? To honour international law firm Allen and Overy’s commitment to broaden entry to the legal profession, by improving access to work opportunities for young people from less privileged backgrounds. The recruitment process needed to be robust enough to ensure students earned a place on the programme and that those who most deserved a place got one. Moreover, the recruitment process, as with the Smart Start work experience itself, had to be engaging and memorable - to inspire young people to aim for the top.

Delivery

Our solution? We designed a thought-provoking and exciting online challenge for Year 12 students across London and delivered 10 workshops in London’s most deprived schools, where misconceptions about the industry were addressed and perceptions challenged. Inviting 200 students to a skills and assessment day, candidates were upskilled and evaluated and the winners rewarded with work experience. MKF has been supporting this programme for three years, and it just keeps getting better and better!

Outreach

Over 3000 teachers and schools engaged over three years

927 young people engaged with via workshops over the three years

600 submissions last year alone

Outputs

100% of students said Smart Start had raised their career aspirations.

100% of teachers felt that the experience had inspired their students to attend university.

100% of parents felt their child was now better prepared for the world of work.

100% of A&O volunteers said they developed current or new skills, including networking and analytical skills.

Outcomes

205 students have been offered work experience to date.

Each year we have overfilled the programme - this year alone 12 extra students were offered a place on the scheme.

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Rolls Royce

What we did:

Higher Apprenticeship Recruitment

What we achieved:

50% Offer Rate on Assessment Day

Challenge

Our brief? While vacancies had grown by 50%, Rolls-Royce was receiving insufficient high-quality applications for their Higher Apprenticeship Programme, especially from females. Meanwhile, many candidates were failing to reach the final assessment stages due to their lack of experience in the recruitment process. We needed to educate and excite young people and create a real buzz about the application process.

Delivery

Our solution? We created an engaging outreach programme, targeting local students who were unsure about their next steps. Our work generated 128 applications, 24% of which were female. Chosen candidates attended an MKF workshop at Rolls-Royce HQ (34% female). We upskilled students on recruitment processes and the candidates relished the challenge! 19 of the most engaged and qualified students were invited back to meet current apprentices, and all were offered a place on the assessment day.

Outreach

384 schools targeted in key locations

Outputs

100% of candidates now felt more confident about pursuing a Higher Apprenticeship.

82% felt more confident about their careers

77% felt more confident about the recruitment process

Outcomes

2:1 conversion rate at Assessment Centre

Despite only a quarter of candidates being female at application stage, 57% of successful candidates were female

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Channel 4

What we did:

C4 Pop Up Roadshow.

What we achieved:

Increased industry exposure of young people from socially-diverse backgrounds.

Challenge

Our brief? To inspire, engage and encourage young people aged 16-25, from nontraditional media backgrounds, to aim for a career in the media industry. Attracting diverse groups of young people from socially disadvantaged backgrounds across the UK was no easy task, but our C4 Pop Up Roadshows, working with the 4Talent team, really delivered results.

Delivery

Our solution? An industry-leading campaign focussing on media-based challenges and interactive workshops, delivered in five locations in 2015. Students from Wolverhampton, Preston, Bournemouth and other areas tackled industry-related challenges with enthusiasm, gaining an insight into the market from top Channel 4 team members and local independent TV Producers. To describe it as inspiring is an understatement!

Outreach

In 2015:

17,000 different organisations contacted.

249 local schools worked with.

15 local LGBT organisations engaged.

17 MPs emailed their networks about the opportunity.

20 religious and ethnic groups emailed their networks about the opportunity.

Outputs

1,207 applications for five events in 2015 alone, 650 of these were offered places at a C4 Pop Up.

54% had parents who did not attend university.

16% were BAME.

12% were LGBT.

68% were female.

4% were disabled.

Outcome

Three winning teams and 43 individual ‘rising stars’ from the events were invited to an inspiring experience day at Channel 4 Head Office. Here, they met staff and explored media industry career options further. All winners and rising stars also attended the final awards ceremony in January 2016, which recognised those who had used the Pop Up to propel themselves to the next stage of their media career.

We are working with Channel 4 to deliver another exciting C4 Pop Up Roadshow in 2016, visiting East London, Belfast, Cardiff, Doncaster and Corby.

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npower

What we did:

Gamified & challenge-based assessment weekend.

What we achieved:

200% increase in numbers hired.

Challenge

Our brief? Being a forward-thinking business, npower wanted to shake up the way they recruited young people. They viewed assessment centres as old news and asked us to shape a new, positive and exciting candidate experience, to distinguish them from competitors.

Delivery

Our solution? We treated the lucky shortlisted candidates to The npowering Weekend in Birmingham. They tackled gamified challenges and tweeted treasure hunts and other activities with gusto, while showing us key skills we could assess. The relaxed and fun environment led them to perform at their very best, and it was clear the experience provided them with an unforgettable learning opportunity.

Outreach

More than 200 applications from university students all over the country.

90 video interviews completed.

Outputs

20 attended The npowering Weekend in Birmingham.

Outcomes

14 candidates hired for the paid summer internship due to the high calibre of students, though fewer places had been originally available.

Five of these interns have now been offered a graduate role.

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Express Vending

What we did:

Quality Graduate Recruitment.

What we achieved:

Reduced hiring costs, while increasing conversion rates.

Challenge

Our brief? Attracting the best sports-loving extracurricular graduates on the market, and making Express Vending stand out against better-known FMCG graduate recruiters, such as Nestle, TK Maxx and Lidl, by showcasing the benefits associated with their award-winning Sales Academy Training programme.

Delivery

Our solution? We designed a mixed approach, bespoke solution for Express Vending. Outreach, headhunting, screening, interviewing and shortlisting left us with a talented pool of candidates. We were able to guide them through each step of the process, allowing managers to receive five pre-screened, top quality CVs from us per week.

Outreach

20,000 career driven, proactive students contacted, through our Bright Futures Society network.

45 universities contacted and engaged, through Heads of Faculties.

Outputs

10 applications.

Improved conversion rate at final stage from 6:1 to 3:1.

Outcome

Increased the number of applicants who attended the assessment days by 15% and successfully placed candidates in roles. Our partnership continues and we are continually looking for the next bright spark for Express Vending.

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Skanska

What we did:

Created an agile mobile-first learning programme.

What we achieved:

Increased engagement and reduced post-offer dropout rates.

Challenge

Our brief? To create an innovative digital learning app to reduce induction costs by preparing graduates for day one, resulting in improved speed to value and productivity. Having sourced and secured the best talent for their organisation, Skanska’s big focus was to reduce their persistently high withdrawal rate.

Delivery

Our solution? We created a comprehensive nine month calendar of content, through short, sharp online learning modules, giving Skanska a platform to engage and upskill graduates, reduce drop-out rates and shorten induction time. They also gained some impressive L&D insights through our engagement and usage feedback.

Outreach

200 new starters invited to take part.

Real time text messages.

Outputs

94% engagement levels (the industry average is 23%).

88% of candidates rated the content good or excellent.

Outcomes

74% overall completion rate of modules.

90% of the modules rated 4 or 5 out of 5 stars.

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The Civil Service

What we did:

Increased graduate, internship and apprenticeship application rates from diverse groups of candidates.

What we achieved:

Increased brand awareness among key target groups.

Challenge

Our brief? To dispel the myth that the Civil Service only recruits ‘Oxbridge’ candidates by promoting the Fast Track apprenticeship and Fast Stream graduate programmes to students from diverse groups, including those from BAME and lower socio-economic backgrounds, and females.

Delivery

Our solution? We sent our renowned team to on-campus engagement events at 15 universities and our tutors (trained actors) supported delivery at targeted schools. The sessions offered deep insight into the opportunities and diversity of the 15 graduate schemes, 2 internships and 5 apprenticeship streams available.

Outreach

Using our digital network, we promoted the opportunities across our media and monthly HirEd magazine.

We co-hosted 19 events across the year and visited 15 target universities.

An online challenge was promoted to over 44,000 students.

Outputs

Universities: 420 students (66% BAME and 54% female) met face-to-face with the Civil Service at university events.

246 students representing 35 different universities met the Civil Service at three of our national conferences.

Over 1,800 viewed the online challenge.

Outcome

As a result of the Civil Service’s concerted efforts to increase brand awareness and a focus on diversity, applications to the Fast Stream increased by 20% on the previous year.

30 school pupils selected from 106 challenge submissions to attend an apprenticeship insight day (97% BAME).

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Coca Cola European Partners

What we did:

Created a new sales apprenticeship programme

What we achieved:

Hired top talent in an overcrowded and competitive schools market

Challenge

Our brief? Help CCEP to develop a more diverse sales team that better reflects their customer base, recruit for ongoing sales vacancies across GB and create a brand loyal pool of employees. The business needed our help to attract schools and young people and educate them on the opportunities up for grabs.

Delivery

Our solution? End-to-end support – from helping CCEP choose their training provider to reinventing the entire recruitment process. We created an innovative online challenge asking young people to 'sell their town’. Supported by teacher lesson packs and workshops, we made an incredible impact with CCEP in 13 key schools. The challenge got young people really involved and interested, and of course the teachers loved it. Their hard work culminated in four Youth Events in CCEP’s offices where 42 of the strongest students were invited to share their ideas and to benefit from upskilling, as well as receiving inspirational guidance from CCEP employees.

Outreach

322 young people attended school workshops

55% were BAME

48% were female

Outputs

2737 unique online challenge page views

29 downloads of the lesson plan

371 challenge submissions

Outcome

14 job offers made

4 extra jobs created due to the outstanding quality of candidates

97% of the candidates who attended events felt more confident about their future careers

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Sykes Cottages

What we did:

Quality Graduate Recruitment

What we achieved:

Increased brand awareness amongst top tier graduates

Challenge

Our brief? Entrepreneurial and agile graduates were needed to fit in with Sykes Cottages’ values and culture. However, the brand was not well known on campus and not in the forefront of young people’s minds. Late to the graduate game, applications opened in May for September start dates, so speed was the name of the game.

Delivery

Our solution? Using a combination of our unique network of Bright Futures Societies across 50 universities, headhunting and a variety of online channels, we received hundreds of impressive applications. 50 candidates secured a bespoke telephone interview and 44% successfully made it to the assessment day.

Outreach

20 universities were involved

Outputs

Within seven weeks of going live, seven offers had been made, well above the industry average of 14 weeks.

Outcomes

One-third of people attending the assessment days secured a role at Sykes.

One extra graduate role was created due to the high calibre of applicants.

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