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GradSift Insights & News - 2018


GradSift Supports HR Data Analytics

December 2018


When it comes to data analytics, the graduate program is one area of HR that should be a priority. Where are the graduate hires from 3 or 5 years ago? How many are still in the organisation? How is their performance rated? What distinguishes top performers from average? What were the attributes of graduate hires who left the organisation?

Now imagine going back to the initial graduate applications and discovering there are some predictive patterns that answer those questions. It might be based on elements of the applicant’s background or a combination of background, cognitive skills or other assessments during the recruitment process.

That would be very powerful data. It could re-shape the graduate recruitment strategy.

But employers don’t have the resources to trawl through a thousand-plus resumes to create the initial set of standard data. It’s the critical missing data inhibiting employers from undertaking a valid analytics assessment of their graduate program effectiveness.

Well, GradSift automatically generates that missing data. The sooner an employer begins using GradSift, the sooner you can start to apply HR analytics.


AAGE & NAGCAS Conference Insights

December 2018

GradSift recently exhibited at the AAGE (graduate employers) and NAGCAS (university careers advisor) conferences. We’ve had a great response to GradSift, particularly from employers.

At the AAGE event it was promising to see other new AI technologies on display. It’s said that supplier innovation is a major driver of change in Human Resources. So it was good to see virtual reality tools becoming available.

The NAGCAS conference format for university careers advisors is an interesting one. It’s a real talk-fest and exchange of ideas among careers advisors. There were close to 60 workshop sessions with 90 speakers for the 140 delegates to choose from. (Nearly everyone has a chance to talk!) And then there were the main speaker presentations on top of that. Not surprisingly, the themes overlapped.

By far the most common workshop topic was around employability and what individual careers services teams are doing to improve student employability. After all, that is their core service. Yet tellingly, the proportion of students who make use of careers services still sits at only 30%. I personally thought a useful topic would be “Why don’t students use careers services?”

_____________________________________________________________________________________________________________________________Live Online Demos - November 2018

November 2018

Here is how to register for a live demo.We use Zoom video meetings. You need to register in advance for your preferred online demo  by clicking on the link. After registering, you will receive a confirmation email containing information about joining the meeting.

 Thursday Nov 8, 2018 12:00 PM (AEDT)

 Wednesday Nov 14, 2018 12:00 PM (AEDT)

 Wednesday Nov 21, 2018 12:00 PM (AEDT)


 Remember, this is open only to graduate employers


Bias in Recruitment

October 2018                                                    


“Amazon scraps secret AI recruiting tool that showed bias against women”.

 This is the headline that made AI world news. Amazon was working on an AI program where its end goal was to take “100 resumes, it will spit out the top five, and we’ll hire those.”

 Like most recruitment software, it relied on data patterns and key words drawn from resumes. But in doing this the inherent risk is how words are interpreted. Some can be considered more masculine or feminine. In Amazon's case, the algorithm developed a bias against women.



Australian International Education Conference

October 2018             

GradSift exhibited at the 32nd annual Australian International Education Conference (AIEC) in Sydney on 9-12 October 2018. The conference was a sell-out. 

We wanted to showcase to universities how GradSift technology can help student employability. Specifically, empowering faculties with employability data for their cohort. And helping individual students understand how they compare to their peers. The opportunity is to use the data in a L&D context, supported by initiatives to improve employability.          ____________________________________________________________________________________________________________________________                  

GradSift Case Study

September 2018

We recently completed a GradSift case study with a global company. The company was looking for a more efficient way to screen the nearly 2,000 job applications they received. They had multiple job streams for their graduate programs in both Australia and New Zealand. And they were facing the prospect of a cut-back to internal resources available for graduate recruitment.  

Local management liked what GradSift could do. But their global HQ required a business case to justify moving away from their current process. 

The benefits of using GradSift were clear. Screening applications could be done in minutes, instead of weeks, which was important with reduced staff.



GradSift 2nd in HR Tech Den Pitching Competition       

September 2018

GradSift was nominated as one of five finalists for an Australian HR start-up technology pitching competition. We came in second beaten by a single point (congratulations to PredictiveHire).

The difference came down to the other business being in the marketplace for longer. 



How do Graduate Program Ads for the Big 4 Accounting Firms Stack Up?

August 2018

KPMG above average and the others mediocre! That's according to Textio an augmented writing platform, that predicts how well a job ad will perform in attracting applicants.

I took current Australian graduate program ads and put them through Textio. KPMG scored 76 (out of 100), which is considered above average. Deloitte scored 46, EY 45 and PwC 42 - all rated as mediocre.  You can test your own graduate job ads at


AI Taking Over From Traditional Psychometric Testing   

 August 2018

I was attending a graduate recruitment event recently when the CEO of a leading psychometric testing firm came up to me. He was interested in GradSift. At the end of our discussion he said that technologies like GradSift are the way of the future. But what he said next genuinely surprised me.

He said that “psychometric testing in its current form, is on its way out, probably within three years. Artificial intelligence is taking over”. And this was from a very experienced CEO.



Are Gamers Advantaged in Gamified Testing?

July 2018             

On a Whirlpool Graduate forum last week, a student was asking for tips, apprehensive about completing psychometric testing as part of a graduate application process. It was gamified testing, Revelian’s Theme Park Hero. Another student replied that he was a heavy duty gamer and just approached the test the same way. He did well.

Which made me wonder, do gamers have an advantage when it comes to gamified testing?

The University of Geneva recently published results from a review of 15 years of data and research projects into this topic. The findings? It revealed a significant improvement in the cognitive abilities of "action" gamers. (Action gamers played strategy games often in 3D). 


GradSift Open Demo Days

June 2018

This month we ran Open demo days for employers to experience GradSift first hand. We were at the Sydney Start-Up Hub, in Brisbane and Melbourne. 

Employers see how it’s a great way to screen for well-rounded graduates and they love the easy-to-interpret graphics. “The way of the future” was one comment. "You've solved a problem we all face" was another.

Some of the employer generated ideas for GradSift were to better manage Expressions of Interest programs and Talent Communities, as well as a university/student benchmarking tool.

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