The reality of reneges today
Rosie Mackay, Talent Attraction Manager from NatWest Group, shared the picture from their most recent graduate intake: the 2025 induction actually saw a reduction in the graduate withdrawal rate (6%), despite many other graduate employers reporting higher levels of reneges this year. But as Rosie explained, it’s not just about market conditions – it’s also about trust.
“Reneges are the new norm.”
Stories of employers rescinding offers have made students and graduates cautious. That’s why, Rosie stressed, preboarding now plays such an important role in building confidence, strengthening commitment and creating connections before day one, as this is the way you build trust.
Using data and experience to reduce withdrawals
NatWest Group’s partnership with Eli has enabled them to make preboarding more engaging, transparent and data driven.
- Engagement scores flag candidates who may be at risk of withdrawing, allowing the team to step in early.
- Pulse surveys capture candidate needs in real time, helping the team respond quickly. For example, introducing graduate drop-in sessions when new joiners asked for more peer-to-peer connection.
- Community tools such as buddies, social walls, and graduate-led calls create a strong sense of belonging long before joining.
And the results speak volumes. Across NatWest Group’s 2025 early careers cohort:
- 93.8% engagement rate
- 119,748 page views and 23,676 sessions
- 8,833 checklist items completed
- 1,016 messages exchanged between candidates
- 88% reported positive wellbeing
- Average rating of 4.65 out of 5 for their onboarding experience
- Average rating of 4.0 out of 5 for how connected they felt to peers and the organisation
The human side of preboarding
Alongside the data, the panel highlighted the importance of human connection.
Tim Salmon, Co-Founder at Eli Onboarding, described preboarding as a critical phase in the candidate journey – a time to reduce anxiety, provide clarity, and reinforce the reasons a candidate accepted the offer in the first place. He emphasised the role of inspiring content, clear roadmaps, and inclusive experiences that make every candidate feel welcome and excited.
Tawsif Islam, Graduate at Coutts (part of NatWest Group), added the candidate’s perspective, reminding the audience that small details can have a big impact. A message from a future manager, an introduction to a buddy, or clear answers to practical questions like “What should I wear on day one?” or “Where are the prayer facilities?” all help reduce uncertainty and build confidence.
Key takeaways for early career recruiters
The panel left the audience with some clear lessons:
- Reneges can’t be eliminated, but they can be reduced.
- The key is creating experiences that are personalised, connected, transparent and inclusive.
- By combining data insights with genuine human connection, employers can strengthen trust and loyalty during the critical preboarding phase.
Done well, this not only reduces reneges but also ensures that when new joiners arrive on day one, they do so with confidence, enthusiasm, and a sense of belonging.
FAQs
Why are graduate reneges becoming more common?
Stories of employers rescinding offers have made students and graduates more cautious, and competition for top graduate and apprentice talent means candidates have more options to change their minds between accepting an offer and starting.
How can employers reduce graduate reneges?
By combining data, such as engagement scores that flag at-risk candidates and pulse surveys that capture needs in real time, with genuine human connection: buddies, social walls, graduate-led calls, and clear, honest communication before day one.
What role does pre-boarding play in preventing reneges?
It's the period where trust, connection and communication either build or erode. Reducing anxiety, providing clarity, and reinforcing why a candidate accepted the offer in the first place all help keep them committed through to day one.
Can reneges be eliminated completely?
No, but they can be meaningfully reduced. The panel's view was that personalised, connected, transparent and inclusive experiences, backed by data, strengthen trust and loyalty during the critical pre-boarding phase.
