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To encourage employers to challenge their current views on graduate recruitment and look at innovative ways of securing a return on investment in recruitment and training.

The paper critically reviews current models of graduate recruitment and development. It uses external research and the personal experience of the author to identify problems with current models and to suggest future improvements.

The paper finds that there are strong grounds for challenging employers’ investment in graduate‐training schemes, but that the schemes do have an important role to play for many organisations.

A series of suggestions is made which the author believes would lead to significant improvements in corporate return on investment in graduate schemes.

The concept of looking at graduate recruitment in the context of the business and talent needs of the employing organisation. This paper will be of value to HR professionals and other senior managers who currently have a graduate recruitment and development scheme or who are thinking of introducing one.