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Best for Employers


GradSift lets employers easily find and shortlist strong, well-rounded graduates. The ones you want to hire, with initiative and solid interpersonal skills.

It helps you identify candidates with diverse backgrounds. And when your graduate program wraps up, detailed program analytics are a keystroke away. 

Employers agree that GradSift delivers equal or better quality candidates than their previous process.

They love the savings, time or cost, sometimes both, depending if they’ve screened manually or used psychometric testing. Either way, the saving is big, very big. 

And all they can say is "wow," when they see the depth of analytics instantly available. Demographic data, offer candidate profiles, university student data, campus and marketing channel effectiveness. Never do a program analytics report again!

Read Case Studies





Best for Studentst for Students




Best for students because employers don't cull students based on a single arbitrary criteria. Instead employers choose who they bring forward after assessing a student's full background. 

And it takes students only ten minutes with no resume upload. 


Screen and Shortlist in Minutes

Screening with GradSift is easy. Invite students to complete a GradSift profile, just as if you were asking them to complete a psychometric test or video interview.

Create your own GradSift Search Profiles. You can have as many as you like to reflect your different roles, work streams or locations. You can edit and copy Search Profiles to see how the results vary.

You can also apply filters for gender and diversity*. Even foreign languages and technical programming skills.

When you're ready, choose who you want included in your shortlist(s). 

It's all done in minutes!

And the graphics make it really easy to compare students.

* Not available for USA version

Flexible for Any Program

GradSift can be set up to mirror your current program. If you require students to choose which program they prefer, that's easy with GradSift. You can set up as many programs as you like. If you need to shortlist for different roles from a single program, that's simple to do using GradSift Search Profiles. It will even tell you if you've included a candidate in more than one shortlist. 


Better Candidate Quality 

GradSift allows you to easily manage large volumes of candidate data. You can go back and take a second look at a candidate, run searches for candidates from regional universities, use diversity filters* to come up with a balanced shortlist and much more. It's better than culling on a single measure like GPA or a cognitive test. GradSift gives you what hiring managers want: strong, well-rounded candidates.

                            *   Not available for USA version


Employers Love GradSift  

"I'm loving GradSift", "Candidate quality is equal to if not better", "One of the best innovations in graduate recruitment over the past ten years", “It’s so easy to use”, “Hiring managers love the reports”, “I never had to open a resume”, “We’ve saved on temp costs”. Read Case Studies




Program Analytics

One thing is true in graduate recruitment. Accessing the right data to make good decisions is hard.

Most available data is high level. How students heard about the program. Applicant numbers progressing by assessment stage. And applications by marketing channel or university. It’s good-to-know information. But it doesn’t allow you to step back and really understand what’s effective in your recruitment process. And what’s not.

GradSift automatically analyzes your program data

When your program is wrapped up, simply upload your "offer" candidate IDs and GradSift does the rest. Here are just some of the insights available.


What does the work experience of your applicants look like? By job level, by function and split by gender.

What about the roles held in extra-curricular activities. Is there clear evidence of leadership roles or active volunteering?

Is there an even gender balance from each university?

How does a female ICT learn about your program and then what subsequently influences her to apply?

Is advertising more effective than campus events to create general program awareness? And specifically, what is the best source to attract volumes of applicants?

What are the main employment sectors where your applicants have worked?

Which universities produce students with the most paid internships?

And comparing your "offer" candidates to general applicants is there a difference between the type of roles they've held at work and in their extra-curricular activities?















The Benefits of Analytics

Now employers can start to take the guesswork out of marketing and use data to optimize marketing and campus strategies. How?

Target marketing spend to maximize effectiveness to reach the right students at the right time

Allocate resources to university events that provide the best return


Compare your Current Process to GradSift

Manually Screen

Employers agree that GradSift screens and assesses applicants the same way they do manually. It lets them shortlist strong, well-rounded candidates and makes diversity selection simple. But it's all done in minutes and backed by analytics insights they've never had before. The consistent comment from employers who manually screen is "we have to find a better way". 

 Invaluable time saving - takes minutes instead of weeks
 Screens for well-rounded candidates, at minimum comparable quality
 Flexibility, supporting diversity hires and to easily re-look at candidates  

 Analytics included for marketing, campus and assessment effectiveness
 Costs around $7 per student, but how much is your time worth?


Cognitive Testing

Many employers still use some form of psychometric testing to initially cull applications.

The rationale is simple. We don't have a better way and we know we lose good candidates. In fact, research from a testing provider found that 50% of candidates rejected in cognitive tests had the very interpersonal skills their employer clients were desperate for. And that's the main concern of employers who use testing to cull. "We don't know how many good people we're rejecting".

 Screens for well-rounded candidates (the ones you actually want to hire)
 Huge cost savings: $7 versus $25 for a single test 
 Analytics included for marketing, campus and assessment effectiveness
 Flexibility, supporting diversity hires and to easily re-look at candidates
 Increases your shortlist of quality candidates


Psychometric test results are a guide and are intended to be assessed in conjunction with other data. Screen with GradSift first and test later, allows an employer to properly evaluate a candidate. It will increase the pool of strong candidates. And with GradSift's low cost, it still delivers overall cost savings.  


Online Questionnaire Form

Questionnaire forms are static filters with yes/no responses. "Do you have leadership experience; have you had an internship?" It's not hard for students to tick the boxes. The weightings to responses are usually arbitrary. They lack flexibility for an employer to assess a student for roles with different requirements.  Questionnaires have been around for a long-time. Employers who use them know their limitations. They need to act.  

 Screens for well-rounded candidates
 More robust assessment than student "tick-the-box" questions

 Flexibility to easily re-look at candidates

 Analytics included for marketing, campus and assessment effectiveness 
 Costs around $7 per student, but greater flexibility with candidate data to identify strong-fit candidates


Chances are that the cost and efficiency savings from analytics insights alone, will more than pay for GradSift. 


Employers using an outsourced provider, should ask their provider, why don't you use GradSift. They may not want to answer that. Why? Receiving and screening applications is where an outsourced provider makes their biggest profit margin. Employers outsource for the strategic benefits of expertise and cost savings. This is exactly what GradSift delivers. Ask your provider to use GradSift (and to pass on the savings). Or take back the screening function in-house. It's simple, with minimal effort, saves big money and comes with analytics. 

 Huge cost savings $7 per student versus $30 for a provider
 Screens in minutes
 Analytics included for marketing, campus and assessment effectiveness