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Latest Employer News from GradSift

August 2021 

Productivity for Graduate Recruitment

"The shift to remote work a year ago has made productivity a burning issue and a constant topic of conversation at Gallup’s CHRO Roundtable, the largest group of big-company Chief Human Resource Officers around the world who oversee human capital in companies that average 80,000 employees and over US$20B in revenue.

More than 98% of the CHROs McKinsey interviewed said they were thinking about how HR can shift from mechanistic skill and talent management to addressing the employee experience that takes a broader view of diversity, equity, and inclusion (DEI) and their sense of purpose. This shift is likely to create a desire for more data sources beyond the traditional workforce analytics data encompassing the employee life cycle (attract, onboard, engage, develop, release) to inform and measure impacts".

We read this article published by EIM and it got us thinking about the graduate recruitment process.

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


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.




As the image shows, 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.

Compare that to the traditional waterfall process.

Self-Serve for Hiring Managers
We’re taking it further by enabling hiring managers to self-serve. Hiring managers can have (restricted) access to GradSift to view applicants already qualified by HR. Managers can search by job function, role and detailed location to view the ranked candidates. Then watch video and download resumes, to decide who they want to interview.

Imagine an Accounting Partner saying I need a strong audit intern for the Gold Coast. It's easy. They can log in, choose the role and location and there are the shortlisted candidates .

Merit Pools
For Government, the self-serve function is perfect for merit pools. A manager (or an external department) can easily access the talent pool to self-serve at any time.

The same concept can be used by commercial employers. Retain a merit pool ("we would love to consider you if we had enough roles") and when a manager has a new position, the manager can self-serve in GradSift.

More Control to Hiring Managers
For commercial employers HR can give hiring managers more control over who they hire. I always remember a Big 4 tax partner recount how he would ask to see the graduate resumes that the recruiting team rejected. He would manually sort them to find the grads he wanted to interview.

But back to the Gallup CHRO round table. "Productivity is a burning issue for Heads of HR". Graduate recruitment is already changing. Read on for the latest tech.


New Technology for Grad Recruitment

Two technology solutions we've seen recently have great application for graduate recruitment.

Hodie Keep Warm

Hodie Keep Warm is an innovative solution to manage the relationship with graduates and interns between job offer and start date. Keeping them warm. That’s a big issue for many employers as the average graduate renege rate is 16%.

For graduate roles it’s typically the period from a July offer acceptance to the following February start date. But it also applies to interns who have completed their internship. It’s a way to stay connected while they complete their degree and then hopefully accept a permanent position with you.

The solution is a sophisticated Australian app called Hodie designed to address student engagement levels and reduce renege rates. “It’s a highly-immersive learning and development app to help employers stay connected with their new recruits, build excitement and work-ready confidence, deepen connection with the organisation earlier, and reduce renege rates during the critical keep warm period.”

For the student, in addition to employer communication, there’s a core element of human skills development and personal awareness. So it helps their job readiness.

I’ve had a look and it’s very impressive. But what I like even more is that it’s low/minimal effort for an employer.

Regular pricing is $159 per person for 12 months. But they may have some offers for new clients. Even if it stops one candidate from reneging it easily pays for itself.

If you’re interested there’s more info at their website . You can contact Renata Sguario, CEO & Founder at, +61 0458 346 791.



This is fantastic technology to replace Zoom etc when it comes to online student events and presentations. In fact it can be used for just about any purpose. As their name implies, it's human centric in design and encourages people to "gather around" and interact albeit online.

Definitely worth looking at

Algorithms and Human Bias

If you're using or considering facial recognition technology, this is a MUST READ.

Published in P&G Signal 360 (July 2021).

MIT researcher Joy Buolamwini demonstrates how bias can haunt AI, and what she’s doing to change it.

The wrongful arrest and imprisonment of a Michigan man last year brought a kind of watershed moment to the tech industry. Facial recognition technology used to identify the man had misfired badly. The incident called into question not just the accuracy of facial recognition, but also its usefulness and purpose. Amazon, Microsoft and IBM quickly halted sales of the technology to law enforcement.

For MIT researcher, poet and computer scientist Joy Buolamwini, the story doesn’t end there. Her organization, the Algorithmic Justice League, takes aim at bias that exists across all technologies, not just the ones with obvious failure to accurately recognize people of color or women. But facial recognition technology is a particularly striking example, with an inaccuracy rate of up to 21% for gender and 19% for skin type, according to the Pilot Parliaments Benchmark study.

Systemic bias exists in the development of AI technologies, according to Buolamwini, who points to “largely homogeneous teams” that design the algorithms. AJL’s primary aim is to create “equitable and accountable AI,” done through outreach to corporations and the public, to raise awareness around the issues and provide information


Ceridian Report Finds AI Fueling Talent Acquisition

This was published in the Global Recruiter, July 2021.

Global human capital management (HCM) technology company Ceridian has released results from its latest Future of Work report, which examines the strategies and priorities shaping the future of work among executives globally.

As employers ramp up efforts to replenish the ranks in response to rising demand, many are embracing the latest technology to enhance the recruiting processes, including screening, shortlisting, and identifying top candidates.

In fact, 46 per cent (UK: 45 per cent, AU: 57 per cent, NZ: 51 per cent) of executives plan on using AI tools for recruiting and talent management, while another 42 per cent (UK: 39 per cent, AU: 34 per cent, NZ: 39 per cent) are already doing so.

“AI has become a very powerful tool for recruiters globally, as it allows employers to make more accurate, efficient, and fair talent decisions, which is especially important now given that competition for talent and the need to make quick hiring decisions has never been higher.”





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