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Graduate Assessment Integration in a Virtual World

Image Author: Niklas BildhoverImage Author: Niklas Bildhover

Go back 20 years and look at a typical graduate recruitment process. It was pre-online.


Employers reached students via career fairs, posters and brochures distributed through careers offices, by supporting student societies, advertising in newspapers and a thick Graduate Opportunities handbook.


Employers received applications by mail. Faced with stacks of paper applications, the only option was to read them. Anyone with less than a credit grade average was a quick rejection. It automatically reduced the sifting pile by one-third.


The next step was a 20 minutes phone screening interview. That was followed by assessment centres. Psychometric testing, if it was done at all, was supervised and took place at the assessment centre.


It was very much a “stepped” process. Each stage whittled down the number of applicants. Advance or reject. There was no opportunity to go back and re-look at applicants.

 

The transition to online significantly lowered costs and improved recruiter productivity


Today, the process is similar but mostly online. Employers communicate with students through websites, online job boards and social media. There is still physical participation through career fairs and events.


Applications are managed through applicant tracking systems. But the initial sifting of applications still remains a challenge. Many employers introduced online psychometric testing which became more affordable. Others use online questionnaires. Still others continue with manual screening. 

Video interview has for many employers replaced the phone interview. Assessments centres have continued up until now in their traditional physical format. 

 

But what hasn’t changed is the stepped process

 

Each stage is still designed to advance or reject applicants on a single attribute.

Screen applicants for credit grade average or better.

Then screen those applicants for a minimum test result. 

Then screen again on video interview performance.

 

 

 

Think of integrated graduate assessment 

Not just for employers but also candidates. To provide a framework, let’s say LinkedIn was suddenly supercharged with genuinely powerful ai.


Imagine students creating their graduate profile. It would include academic background, work experiences, extra-curricular achievements, a short video to demonstrate communication skills and career interest. Maybe even testing scores.


An employer, before starting any marketing effort, runs a pre-assessment of all graduates on LinkedIn. The ai simultaneously assesses across all of their profile data. The employer can instantly identify strong fit candidates and invite them to virtual assessment centres. All in a single step. No separate steps for resume screening, testing or video interview.


The turnaround from invitation to virtual assessment centre is equally fast. Assessment centres start with batches of the strongest candidates. Once the offer target is reached, that’s it. There’s no need to put the remaining candidates through assessment.


In a virtual world underpinned by ai, the assessment process can be integrated

Just like the transition to online, graduate recruitment in a virtual world will see significantly lower costs for employers and greater productivity for HR.


Of course, in-person contact needs to happen at relevant stages for both parties. But the key takeaway for employers, is that the graduate recruitment process is ready to be integrated.


It’s time to use the technology to assess candidates across multiple attributes. If you had 500 graduate video interviews to watch but already knew who the top 100 candidates were, would you still go through the other 400 videos?

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