GradSift Science

100% Alignment with Employer Final Hiring Decisions

GradSift’s algorithm is grounded in behavioural science, the same evidence that underpins structured interviews.

To predict early career success, the strongest available evidence is not abstract ability alone but demonstrated behaviour to date.

• achievement relative to opportunity

• initiative taken without formal authority

• commitment to chosen career fields

• teamwork 

• indicators of motivation for the role and organisation

These insights are captured by interpreting codified data provided in each candidate’s GradSift profile (not a resume).

The model has been validated against real hiring decisions across multiple employers. GradSift's assessments have a 100% success rate in matching employer final selection decisions.

Dig deeper into the science?

GradSift is based on high-quality, empirically keyed biodata.

"Biodata (short for biographical data) refers to structured information about a candidate’s past experiences, behaviours, and accomplishments, collected in a standardized way and used to predict future job performance.

What biodata looks like in selection research:

Biodata is not a resume. Instead, it’s typically a questionnaire with multiple-choice or scaled items such as:
• “How many times have you led a team project?”
• “Which best describes the level of responsibility in your most recent role?”
• “How often have you had to resolve conflict between others at work or study?”

The underlying assumption is: past behaviour and experiences are strong predictors of future behaviour.

Empirically keyed biodata:

Answers are weighted based on statistical relationships with performance outcomes. For example, certain response options are given more points because high performers historically chose them. This is why empirically keyed biodata shows higher validity.

Compared to psychometric tests:

Biodata captures what people have actually done, not just traits or preferences"

Predictive performance:

Empirically keyed biodata has a corrected performance validity of .35, placing it in the same ballpark as:
• Cognitive ability tests (corrected from .51 to .31) 
• Structured behavioural interviews (corrected from .51 to .42)

Source: 

Revisiting Meta-Analytic Estimates of Validity in Personnel Selection: Addressing Systematic Overcorrection for Restriction of Range Paul R. Sackett1, Charlene Zhang1, Christopher M. Berry2, and Filip Lievens3 1 Department of Psychology, University of Minnesota 2 Department of Management and Entrepreneurship, Kelley School of Business, Indiana University 3 Lee Kong Chian School of Business, Singapore Management University
2021, Journal of Applied psychology

Where GradSift works best:

Assess graduate resumes 10X faster than manual reviews

AI-resilient assessment for graduate hiring

ATS built for high-volume early careers recruitment - 4X faster

Manage graduates across whole-of-government in one platform

Let managers review, filter and shortlist graduates independently

Screen 1,000+ graduate resumes 10X faster than manual reviews

Stop wasting time on manual resume screening - whether it's 200 or 10,000 resumes.

• AI-optimised resumes make it harder than ever to distinguish genuine capability.
• Without structure, inconsistency and unconscious bias can easily creep into graduate hiring decisions.

GradSift's plaform instantly assesses a candidate's background across academics, various work experiences and extra-curricular achievements. That's based on a structured data profile each candidate creates - not from their resume.

The results are evaluated in line with the different selection requirements you set for each role. Just as you would in a manual resume review. Only 10X faster. In fact, instantly.

Combine that with candidate role preferences, gender, diversity, prior employer filters, video and much more. The time savings and productivity benefits are huge.

Plus, GradSift is AI-resilient. That means the candidate data you assess is authentic - not inflated by AI.

A government agency recruited for graduate and internship roles, manually reviewing each resume. This was time consuming and carried the risk of unintended bias and short-cut selection decisions. Switching to GradSift saved a huge amount of time, with all candidates assessed consistently and objectively. Shortlisted candidates were quickly presented to hiring managers for interviews. 

See how it works

 AI-resilient assessments for graduate hiring

In a world where candidates can use AI to embellish their resume, get past unsupervised pychometric tests and receive coaching through video interviews, employers need to assess data holisticly - not deciding on individual stage results. 

GradSift's platform lets you review and assess candidates across all data points - including video and testing. See one set of results that look odd? That's where human judgement comes in - to consider all the candidate information.  

GradSift is AI-resilient, not resume dependant. It instantly assesses a candidate's background across academics, various work experiences and extra-curricular achievements. That's based on a structured data profile each candidate creates - not from their resume. Our video is a showcase video, where candidates authentically present themselves - not responding to recorded interview questions.

GradSift can replace the AI vulnerable early screening stages, including video interview behavioural assessments.

Import results into your ATS and continue to interviews or assessment centres, confident in your candidate data. 

A global managemengt consulting group automated graduate and intern shortlisting, replacing traditional manual resume reviews with GradSift. Psychometric tests scores were imported into GradSift, for a holistic and fairer assessment of each candidate's performance. Shortling results were uploaded into their ATS.

Explore if it's right for your organisation

ATS built for high-volume early careers recruitment - 4X faster

Have a clunky ATS, frustrating to use for volume recruitment?

The GradSift platform is the leading, purpose-built applicant tracking system for early career roles.

Integrated ATS and assessments.

• In 15 minutes, candidates complete their application, video upload, role/location preferences and more.
• Our AI instantly assesses their background for eligibility criteria, performance, behavioural competencies and role fit.
• Review candidate results, resume, video and psychometric testing results.
• Full flexibility to manage high volume, multiple roles and applications.
• Set different selection criteria for each role.
• Apply filters (candidate preferences, gender, diversity, past employers, skills, etc) to refine shortlists.
• Provide hiring managers access to shortlists.
• Track candidate status.
• Email functionality.
• Download detailed candidate data into spreadsheets.
• Automated analytics reports to review program insights. 

Shortlist 4X faster than traditional recruitment models. Close applications and shortlist for hiring manager interviews or assessment centres in less than 7 days. 

Frustrated with the company's ATS, not optimised for high volume recruitment, this employer found it simpler to direct student applications to their employer-branded GradSift URL. Candidates were fully supported with GradSift online and help-desk resources. Candidates were updated regularly and their status tracked in GradSift right through to hires and unsuccessfuls.

Learn how teams use it

Manage graduates across whole-of-government in one place

The best platform for centralised government campaigns with thousands of candidates and hundreds of hiring managers across different agencies.

A streamlined candidate experience, taking just 15 minutes and a single application to be considered for multiple agencies/roles. 

Recruitment program flexibility:

Set up by agency, where candidates select those agencies they're intersted in.

Or set up by role across whole-of-government, where candidates are considered for the role(s) they're interested in by any agency.

Selection criteria is unique to a role or an agency's requirements. 

Hiring managers / panel members have individual portal access to access their roles/candidates. In addition to viewing all candidate information (resume, transcripts, video, testing results), they can also apply filters to refine candidate shortlists.

The platform is designed for easy access to merit pools of pre-assessed candidates.

AI-resilient - not reliant on written documents, which are prone to AI exageration or optimisation.

GradSift meets Australian government standards for data privacy, information security, inclusive practices and accessibility. The algorithm is designed to support objective, consistent assessment in line with government recruitment standards.

A state government employer wanted to streamlined the recruitment experience for its applicants. A single application for students to be considered by multiple agenicies. Screened candidates were available 7 days after applications closing, to more than 200 managers for interview selection.

View the multi agency model

Let managers review, filter and shortlist graduates independently

Running an ad and expecting one or two hundred applications? It's easy for hiring managers to use GradSift without HR support.

Managers set up their own selection criteria, view ranked results and documents, watch video and apply filters - eg. current/prior employers, technical skills, screening questions etc.

GradSift is intuitive and easy to use, requiring no training. But, we still provide support!

A Director-level hiring manager received 500 applications for an advertised graduate role. HR recommended using GradSift. They found it easy to use, saved a huge amount of time and were very happy with their hired candidate and back-up. 

See how managers can shortlist independently