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Employer FAQ

What does GradSift assess?

 We currently review each application to screen them. How will GradSift save time?

We outsource our process. Can our provider still use GradSift? 

How much does it cost?

How should we integrate GradSift into our assessment process?

What’s the turnaround time to assess applicants?

Does GradSift include typical mandatory filters?

Is there flexibility to sort or filter candidates?

We have always required students to have a GPA of 65 or better. How does GradSift handle that?

Can an employer customise candidate questions?

We let our candidates choose two preferred work streams. Can GradSift do that?

We set up and advertise multiple graduate programs by function. How does GradSift handle that?

Does GradSift let me create search profiles for multiple work streams?

How does GradSift fit with traditional cognitive tests and video interviews?

Can GradSift be employer branded?

I’ve read about GradSift analytics. What is it exactly?

Where is GradSift data stored? 

How does GradSift support candidates with special needs? 

Who is using GradSift?

How can I trial GradSift or arrange a demo?

Does GradSift integrate with applicant tracking systems?

Do students need to create a new GradSift profile for each employer?

 

 

What does GradSift assess?

Built-for-purpose, GradSift is an integrated assessment that interprets graduate data across multiple criteria including academic performance and behavioural skills; and through video, communication skills and career interest with the employer. Cognitive ability is recognised as a causal effect of candidates ranking highly in GradSift.

The algorithm also looks at the relevance of a candidate’s work and extra-curricular experiences to the specific role or work stream. For example, if the target role was Data Scientist, candidates with exposure to data analytics through work or extra-curricular activities would see their ranking improve (as one element of many criteria).

 

We currently review each application to screen them. How will GradSift save time?

You won't need to review any applications. GradSift does that for you. Once your applications close, simply invite students to complete their GradSift profile. It evaluates academics, work experience, extra-curricular achievements as well as uncovering an applicant's technical or language skills or a background of diversity. By ranking applicants you only need to watch the videos of the best applicants to finalise your shortlist. 

 

We outsource our process. Can our provider still use GradSift?

Definitely. We happily work with third party providers.

 

How much does it cost?

Between $2.25 to $7.00 per applicant. That’s a function of candidate volume and whether you want a year round subscription with full data analytics (GradSift Enterprise) or a 30 day subscription (GradSift Essentials) without analytics. Note both price options include the candidate video feature. See Solutions.

There is no set-up requirement and no set-up costs. Just sign in and go.

 

How should we integrate GradSift into our assessment process?

GradSift is designed as your initial shortlisting solution. It should be the first step in your assessment process.

 

What’s the turnaround time to assess applicants?

• Time window for students to create GradSift profile: 5 to 7 days
• Screen and rank thousands of applicants: Seconds
• Refine shortlists using filters and job preferences: 1 to 8 hours depending upon complexity
• Watch & rate videos of the best candidates: 60 seconds per video (but not all videos, only the top ranked)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Does GradSift include typical mandatory filters?

Yes. Examples include, working rights status, number of year since last degree, willing to relocate, location etc.

 

Is there flexibility to sort or filter candidates?

Yes. This is where GradSift is especially powerful.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

We have always required students to have a GPA of 65 or better. How does GradSift handle that?

Employers have the option of using a minimum GPA as a mandatory filter. Applicants below that minimum will be rejected. But we recommend employers be more flexible in setting their minimum as the algorithm inherently recognises the value of a higher GPA.

 

Can an employer customise candidate questions?

While employers cannot set assessment questions in GradSift, they do have the option to specify what the candidate addresses in the recorded video. The default format is a personal introduction, a brief overview of one or two achievements, followed by why they want a career with the employer.

 

We let our candidates choose two preferred work streams. Can GradSift do that?

Yes. Employers have the option to create unlimited roles/work streams for each Program. Candidates select up to three preferences. The employer can then filter candidates by first, second or even third work stream preference.

If a candidate ends up in two shortlists, GradSift automatically flags that allowing you to choose the preferred shortlist or leave the candidate in both.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

We set up and advertise multiple graduate programs by function. How does GradSift handle that?

GradSift works the same way. You create the same Programs within GradSift and applicants are held in a "database" for the program they applied to.

 

Does GradSift let me create search profiles for multiple work streams?

Yes. That's a key feature. If you have a single graduate program, you can use multiple Search Profiles to shortlist by work streams eg. Structural Engineering, Civil Engineering  and Project Management. Or you can have students apply for specific graduate programs. GradSIft works just as well.

You can create or edit an unlimited number of search profiles. You can run multiple simulations and what-ifs.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

How does GradSift fit with traditional cognitive tests and video interviews?

Many employers choose to skip cognitive ability testing and traditional video interviews after using GradSift. Cognitive ability is recognised as a causal effect of candidates ranking highly in GradSift. Employers use GradSift video to assess candidates for communication skills and interest in the organisation.  Behaviours such as leadership and initiative have already been assessed in GradSift.

 

Can GradSift be employer branded?

Yes. That's a standard feature.

 

I’ve read about GradSift analytics. What is it exactly?

A core component of GradSift Enterprise version is the availability of automated deep analytics reporting. This gives an employer insights into applicant demographic data, hire candidate profiles, the effectiveness of different marketing channels and the effectiveness of university activities.

This can be reported at a national level or by individual university and by gender. The reports are benchmarked for “all hired candidates” against “all applicants”. You can go further by analysing by discipline eg. STEM or diversity groups.

 

Where is GradSift data stored?

In Australia, on AWS servers.


How does GradSift support candidates with special needs?

We are WCAG 2.0 compliant.

In all of our communications/website we offer candidate support by phone or email. When an employer emails candidates to complete a GradSift profile, that email includes our support contact details.

Where candidates have requested help to complete their GradSift profile we're happy to do that over the phone to walk them through each response.

A specific example was a candidate with a disability who couldn’t quite complete his profile. We helped over three or four separate phone calls. When there was still a problem, we suggested he email his details directly to us and we created his profile for him. He was able to log in, check and confirm it was correct. In doing so he said “it was the best customer service experience he ever had”. We felt good about that!

 

Who is using GradSift?

Leading employers from government and commercial. A sample of clients includes Australian Federal Police, Department of Foreign Affairs & Trade, Energy Queensland, Landgate, Mirvac, Laing O'Rourke, Schneider-Electric and BAE Systems.

 

Can I speak with other employer users of GradSift?

Definitely. We're happy to put you in touch. But the consistent feedback we receive is “intuitive, easy to use, fun, saves an enormous amount of time, successful graduate recruitment outcomes”.

 

How can I trial GradSift?

The best way to see if GradSift works for you is to "Put GradSift to the Test". That compares how GradSift ranks applicants to your own assessment. 

  • How? You provide us with 20 resumes of recent applicants, with personal details removed.
  • Make it a mix of hired candidates, some who got close and others who were rejected early. Even throw in a few outliers if you like!
  • We process the data through GradSift. And give you back the results. You decide!
  • Employers love it. It's easy and it's free.

How do I arrange for a demo?

Just email peter@gradsift.com

 

Does GradSift integrate with applicant tracking systems?

Not yet. It's on our plans. But in the meantime employers find it easy to upload data from GradSift in CSV (Excel) file format.

 

Do students need to create a new GradSift profile for each employer?

No. The student creates a GradSift profile the first time they are invited by an employer. That includes entering a unique employer ID code. If a student is subsequently invited by another employer to complete a GradSift profile, the student logs in to GradSift and enters the new employer's unique ID code. That's it. A student can edit and change their GradSift profile at any time

 

Does the GradSift algorithm score an applicant differently for each employer?

Yes.   

 

 

Other questions?

Email peter@gradsift.com

 

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