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Graduate Recruitment Insights & News

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Academic Research Interest in GradSift

September 2021

Over the past couple of months academic researchers from the UK and Australia have reached out to learn how GradSift works. They see GradSift’s ai technology as truly innovative and are impressed by the diversity results achieved by employers.

As one of the researchers said “traditional cognitive testing does measure the ability of a candidate to perform tasks. In a graduate role that accounts for 45% of their job. But the other 55% requires interpersonal skills, conscientiousness and motivation. That’s where GradSift adds value”.

Regarding diversity, the same researcher confirmed that “cognitive testing does discriminate against students from a lower socio-economic background”. That’s part of the explanation why employers are achieving greater hiring diversity using GradSift.

We are collaborating with both groups of researchers as they develop new insights into graduate and college recruitment.

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Productivity for Graduate Recruiters

August 2021

"Productivity a burning issue and a constant topic of conversation” at Gallup’s CHRO Roundtable. Which make us think about graduate recruitment. 

The typical graduate recruitment process is a waterfall with each step very mechanical.

  • Advertise
  • Receive & filter applications (ATS)
  • Cull numbers to a manageable level (psychometric testing)
  • Preliminary assessment of behavioural skills (video interview)
  • Detailed assessment of behaviours and team fit (assessment centre)
  • Mutual candidate and employer assessment (one-on-one interview)

It’s effective but not that productive when you count up the cost of external solutions and recruiter and management time. It's a process with limited flexibility to easily reconsider applicants, manage student preferences or the changing needs of hiring managers.

When we speak with grad recruiters who use GradSift, productivity is a key benefit. They may describe it as "streamlining their process", "saving time and money" and "increasing diversity". But GradSift really is an intuitive productivity solution for graduate recruiters.

GradSift enables employers to evaluate student behaviours, academic background, work experiences, extra-curricular achievements, eligibility for more than one role, roles or locations preferred by students, current or previous employers, multiple diversity categories, recorded video and detailed student profiles. It's simple to manipulate any of the data to refresh the results, all within the one application.

Compare that to the traditional waterfall process.

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What Employers Were Saying in July 2019

July 2021

Renege rates remain an issue. It seems no employer is immune. Even very high profile tech employers are on the receiving end.

75% of employers don't read cover letters. So why bother with them?

Data Science and Cyber Security are hot disciplines. It didn't matter which employer sector - government, financial services, engineering, professional services etc, demand is outstripping supply for data scientists and cyber security graduates.

Most employers are happy with video interviews.

Artificial intelligence is gaining momentum.  Some employers are now using ai to screen from video interviews, although there's caution in how reliable that is.

Questions remain about screening graduates on values. The underlying issue is that 21 to 22 year olds are still maturing and that applies to their values. Values are shaped by the environment  (university, relationships and work experiences) and will continue to evolve under the direct influence of their new graduate employer. So should employers be screening based on a student’s current values?

Does gamified testing have inherent bias? This question was posed to testing providers, with the response that they have no data to indicate any bias. There were some murmurs around the audience based on anecdotal experiences and US research that suggested that gamification put action gamers, and more specifically male action gamers, at a significant advantage.

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Australian Employer Feedback

June 2021

Application Numbers Are Down

Many employers report that application numbers for this year’s graduate recruitment are down on the prior year. The consensus from employers and university careers advisors puts it down to the many students who deferred course work during covid and fewer international students.


Virtual Career Fairs?

Virtual career fairs and events have been a disappointment. Probably the biggest concern is that virtual fairs don’t attract “passing traffic”. They’re the students who didn’t know about you until they stopped at your booth. In a virtual environment they just don’t stop to engage.

Exhibitors at virtual conferences have had the same experience. So it’s not just career fairs.

 

Which Assessment Best Predicts Hires?

A financial services group shared the results from a review of their graduate assessment process. They wanted to learn which assessments were the best predictors of their hires. They looked at the results from their past two graduate programs.

Their assessment process started with Pymetrics, followed by a series of psychometric tests and assessment centres. The latter included behavioural interviews.

What did they find?

The results from Pymetrics and psychometric testing had no bearing at all in predicting hires. Behavioural based interviews at the assessment centres stood out as the best predictor.

 

AI is on the Agenda

Employers report an increased uptake of ai solutions, especially among government.

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HR Executives Want Artificial Intelligence in Recruitment

May 2021 

 

 

 

 

 

 

 

Interested to see how artificial intelligence will streamline entry-level recruitment? From many of our discussions, HR executives tell us they are.

Senior managers are really keen to see how ai can be applied in recruitment.

They see their peers moving ahead and they don't want to be left behind. But they also need to learn what's been successful in the market.

Entry-level recruitment has always been considered a testing ground for new technology. Unlike other ai solutions, GradSift is purpose-built for graduate and intern recruitment. For new users, a simple way to start is by trialing GradSift for an intern or work experience program. 

Why would you do that?

  1. Well, firstly it works (100% recommendation from employer users).
  2. It saves recruiter time (that has to be good, unless people like to binge on applicant videos)
  3. And it’s a 70% cost saving compared to testing.

I’m sure if any HR exec saw that in a proposal they would say "just do it".   

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Don't Let Process Reject Strong Candidates

April 2021

 

 

 

 

Don't throw out the (graduate) baby with the bathwater.

That’s a saying that’s been around for a long-time. With competition for graduates heating up, the analogy is even more relevant today. It means graduate employers should urgently relook at how they cull and screen applicants.

• There will be strong applicants rejected because they fail to reach the current cut-off threshold of an abilities test.
• There will be strong applicants rejected because they don’t have a credit grade average.
• There will be strong applicants who withdraw because they decide they don’t want to spend an hour plus completing assessments.

Don't let the process cause you to reject strong candidates.

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Employer Feedback from AAGE Round Tables

March 2021

 

 

 

 

  • Virtual assessment centres are here to stay. Cost, effectiveness and efficiency are the key benefits.
  • Females appear to perform better in virtual assessment centres.
  • While most employers are commencing grad program advertising in line with the past, some notable employers like Westpac and AMP are starting later.
  • Students are back on campus. But there’s a proportion who are continuing to attend classes online.
  • Employer attendance at in-person AAGE round tables is markedly down.
  • Career fairs. There was no consistent direction among employers. There’s a mix between in-person and virtual and the question of just how many fairs to participate in. There are some employer reports that virtual career fair technology isn’t that user-friendly.
  • The Australian Government Graduate Program starts advertising March 9. It means students complete a single application to be considered by most Federal Government agencies. Agencies are keen to see how that translates to the quality and quantity of the candidates they see.

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Why Competition for Graduates in 2021 Will be a Lot Tougher

February 2021

 

 

 

 

 

For the past two years, the AAGE graduate employer survey has reported the top two challenges employers face as competition for graduates and achieving diversity targets.

In 2021, it’s likely that competition is going to get tougher. A lot tougher. Why? Fewer international students.

Net immigration (of all people) to Australia is forecast to be negative in 2021 by 72,000 people. That contrasts to the previous high inflow of 300,000. International students will be a significant part of that equation.

Not every employer hires students without permanent residency or citizenship. But a sizeable proportion do, including corporates, professional services firms, small businesses and even the NSW government.

Those employers will now need to increase sourcing from the local student market and that will drive up competition.

Competition for graduates will be greater, even more so for interns and work experience students.

So what can graduate employers do now in preparation?
1. Ensure that marketing plans (career fairs, advertising, online events, campus activities etc) have the reach to create broad awareness, with content stimulating excitement and interest in the organisation.
2. Make the candidate experience positive. That starts with the first interaction with an employer, through to the online application, assessment stages and job offer. The notion that an assessment process that’s time consuming, with too many stages, won’t deter students who are really keen on the organisation, will be tested this year.
3. When you do receive applications to your program, don’t throw out strong applicants because of the way you assess. This has to be the biggest opportunity for employers.


It’s like the panning for gold analogy. A miner may have one or two obvious gold nuggets in the pan. But smaller nuggets are harder to see when they’re mixed up in the gravel. The miner doesn’t have enough time to look that closely, so they’re missed and thrown back into the stream. But it was still gold, right there at the fingertips of the miner.

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Workstream Preferences Made Easy

January 2021

 

 

 

Using GradSift, employers can now offer an unlimited number of roles or workstreams from which students can select their top three preferences.

There are different ways an employer can use this new feature.

For example, a consumer goods company may have roles in Sales, Marketing, Finance & Accounting, HR, Manufacturing, Supply Chain and ICT. When their students register with GradSift profile they select their top three preferences. That makes it so much easier for the employer to manage and balance shortlists for each work stream.

But another way to use the feature is where roles are located in different geographic regions.

Take an engineering example in Queensland where there are Civil Engineering roles in regional locations as well as major cities. Preferences can be set for Civil - Rockhampton, Civil - Emerald, Civil - Gold Coast, Civil - Sunshine Coast and Civil - Brisbane metro. Naturally that can be replicated for other disciplines and locations.

An employer can receive all of their applications into one Gradsift program and then use student preferences (first, second or even third preference) to achieve the best matches to geographic locations. That has to make life easier!

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Graduate Programs: Achieving Socio-Economic Diversity

December 2020

As employers prepare for next year’s graduate and intern recruitment, many are looking for ways to increase the socio-economic diversity of their hires.

When it comes to diversity, everyone understands the organisational benefits. New perspectives and different ways of thinking; creativity from a variety of approaches; employee performance and sense of inclusion; and organisation performance including higher profitability for commercial organisations.

At the graduate level, graduates from a lower socio-economic status often bring a real resilience learnt from dealing with ambiguity and overcoming obstacles and challenges on their own.

The area where graduate employers face difficulty is achieving greater socio-economic diversity.  Read what employers are doing to resolve this.

 

 

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