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Graduate Recruitment Insights & News

Don't miss out on important news.  Subscribe to periodic graduate recruitment updates.                                       Read 2018 Archives

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Graduate Program Analytics

June 2019

One thing is true in graduate recruitment. Accessing the right data to make good decisions is hard. Recruiters are left to a best guess of where to spend the marketing budget, which university events make sense to attend, or even if an assessment activity adds value. GradSift analytics changes all that.

  • Real cost savings by eliminating ineffective marketing, university events and assessment activities
  • Successfully competing for in-demand graduates, filling all roles the first time
  • Meeting diversity hiring objectives
  • Process efficiencies that give time back to hiring managers and graduate recruiters.

Graduate program analytics is unique to GradSift. Even if you don't use GradSift to screen, you can still use Analytics. Read More

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The Student Experience - Graduate Recruitment

June 2019

For many employers, graduate recruitment will wrap up in June. That represents an opportunity for a welcome sigh of relief as you’ve successfully met the hiring needs of your internal customers. But spare a moment for students. They’re your other “customers”. How has the graduate recruitment process treated them?

"Thankfully, I've received an offer I'm happy with but I know the feeling of investing 20 hours into an application and attending a full day assessment centre only to be rejected at the last stage with nothing really to show for it. Grad applications are hard”.

“Got an email this afternoon saying I’m invited to go for an assessment centre and individual interview. The date is right before my exams so idk [I don’t know] if this will be worth going into”  Read More

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Hiring Managers Using GradSift

May 2019

Image: Kurt LowensteinImage: Kurt Lowenstein

"Before GradSift it would take me weeks to go through all these applications. Not being an engineer, I wasn’t even sure how to interpret some of their background data.

Now with GradSift I can sit down with hiring managers to agree search profiles. I run the profiles and review the results with the managers. Together we come up with a shortlist for the next stage. We can even download the GradSift resumes to help, if needed.

It really has made my life easier and the managers enjoy being involved. It’s given me credibility."

 

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How Do Students Rate GradSift?

May 2019

We recently surveyed student users of GradSift and we were pleased that they rated GradSift 4.2 stars for its ease of use. They find it very intuitive with 84% not needing to refer to the detailed Student User Guide.

We also asked students what they thought of GradSift compared to traditional psychometric tests. 60% of students felt that GradSift was a fairer way to assess them. 28% were neutral, unable to say whether one was better than the other, which is understandable given the survey included interns who may have limited experience in program applications.

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Graduate Recruitment Insights & Marketing Effectiveness

April 2019

The results of a major graduate employer survey were recently published. It was conducted in October 2018 and the majority of participating employers ran campus recruitment in the first half of the year.

Survey results are interesting because there is always an alternate way of looking at the data. Here are a few insights.

  • 39% of employers had unfilled graduate roles at the time of the survey
  • 63% of graduate applications (127,000) are rejected prior to the first round of selection
  • The top three most important skills employers seek are Communication (100%), Teamwork (97%) and Interpersonal (96%) skills
  • Of all the applications received by employers, just 3.3% resulted in job offers

 To learn insights behind the data and understand the effectiveness of graduate marketing channels read more

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Brain Maturity & Assessing Graduates

March 2019

Do you ever stop to consider why post-graduate students or dual degree holders tend to be more mature than undergraduates? Well the answer is, they are.

In this article Brain Maturity Extends Well Beyond Teen Years, it explains that the male brain is not fully finished developing until age 25. The female brain is more likely to be fully developed two years earlier.

The part of the brain that is slowest to fully develop is the prefrontal cortex. “That's the part of the brain that helps you to inhibit impulses and to plan and organize your behaviour to reach a goal”.

“Neuroscience has shown that a young person's cognitive development continues into this later stage and that their emotional maturity, self-image and judgement will be affected until the prefrontal cortex of the brain has fully developed”.

So should graduate recruiters assess a 21 year old graduate differently to a 25 year-old?

 

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Future of Work: Graduate Recruitment

March 2019

https://www.flickr.com/photos/gleonhard/33661764490https://www.flickr.com/photos/gleonhard/33661764490

What impact will automation technology like artificial intelligence (AI) and robotics have on jobs? That’s a topic that gets plenty of press around the world. 

According to James Manyika*, Chair of the McKinsey Global Institute “60 percent of occupations have about a third of their activities that are easy to automate” That’s typically processing and sorting of data. So what does this mean for graduate recruitment? Read more

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Top Graduate Employer Rankings - Why AAGE is the Best Measure

February 2019

A the start of each year, two "Top Graduate Employer" rankings are published. One by the AAGE and the other by the AFR/GradConnections. Both report very different results.  

The AAGE rankings are based on graduate employees anonymously completing a comprehensive survey of their experience working for their employer. The graduates have been on the job for at least 12 months at the time of the survey, so it's real data.

The AFR/GC are popularity rankings based on the number of university students that apply for positions observed on GradConnection in a given year. But there fundamental distortions in that approach.

1. The proportion of students by discipline. There are more Business students than other disciplines. So not surprisingly, the big four accounting firms with their large recruitment numbers and appeal to business students, rank among the highest. 

2. The frequency of ads placed on GradConnections in a year - the more ads, the more "observations". Contrast that to a graduate employer who needs to advertise once to meet their recruitment objectives. 

3. And of course not all students use GradConnections. 

My advice to employers is to pay attention to the AAGE rankings. The AFR/GradConnection rankings are OK, but more like a fun pop quiz.

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Source of Hired/Offered Candidates

February 2019

What does the typical pool of graduate applicants look like? Based on years of graduate data, we find it resembles this.

The top 15% is where hires come from. We classify them as "Strong" and "Very Strong", with Very Strong making up 3% of total applicants and Strong 12%. Within that, Very Strong applicants account for 80% of hires/offers with Strong accounting for the balance.

15% of applicants are automatically rejected at the ATS filtering stage, because they don’t meet mandatory requirements such as working rights, or year of degree completion etc.

Then another 15% are rejected because they fall short on other minimum selection requirements set by the employer. That could be degree discipline, GPA, etc.

And that leaves the middle ground of “good, but not great” applicants. They make up more than half of the applicants. As the term says, they’re good, but not great and while there may be an outlier in there, in reality this group won’t produce hires. Yet employers end up spending considerable resources to screen them out along the way.

Imagine if you could start with the top 15%!

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Women Make up 59% of Domestic Bachelor Graduates

January 2019

Australia produced 135,000 domestic Bachelor graduates in 2017. Of those 85,000 or 59.3% were women. Females made up the majority of graduates for all broad discipline groups including Business, Science and Law, with the exception of Engineering and IT. 

In Engineering the proportion of female graduates has progressed to 14% compared to 2009, when they made up only 11.7%. In IT though, there has been no change in the gender balance with females still accounting for 14%. For employers looking to hire female IT Bachelor graduates, there were just 526.

Read more on Graduate Statistics

 

 Read 2018 Archives

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