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Latest Employer News from GradSift

 

September 2021

Academic Research Interest in GradSift


Over the past couple of months academic researchers from the UK and Australia have reached out to learn how GradSift works. They see GradSift’s ai technology as truly innovative and are impressed by the diversity results achieved by employers.

As one of the researchers said “traditional cognitive testing does measure the ability of a candidate to perform tasks. In a graduate role that accounts for 45% of their job. But the other 55% requires interpersonal skills, conscientiousness and motivation. That’s where GradSift adds value”.

Regarding diversity, the same researcher confirmed that “cognitive testing does discriminate against students from a lower socio-economic background”. That’s part of the explanation why employers are achieving greater hiring diversity using GradSift.

We are collaborating with both groups of researchers as they develop new insights into graduate and college recruitment.


Australian Graduate Employer Market Update

 

The Australian Association of Graduate Employers (AAGE) facilitated a virtual meeting of 53 large graduate employers in August. Traditionally employers going to market early (March) have completed their recruitment by that time.

There were two key insights.

Unlike other years, not one employer had filled all of their roles as of August.

It’s consistent with what we predicted back in February. Here’s an excerpt.

“Competition for Graduates Will be a Lot Harder in 2021. Why? Fewer international students.

Net immigration (of all people) to Australia is forecast to be negative in 2021 by 72,000 people. That contrasts to the previous high inflow of 300,000. International students will be a significant part of that equation.

Not every employer hires students without permanent residency or citizenship. But a sizeable proportion do, including corporates, professional services firms, small businesses and even the NSW government.

Those employers will now need to increase sourcing from the local student market and that will drive up competition. Competition for graduates will be greater, even more so for interns and work experience students”.

One of our recommendations was to not let the assessment process reject strong applicants. Particularly culling on cognitive ability. While it has its merits, it’s proven to reject strong candidates.

 

Another point of consensus among employers was that

Recruiting candidates from a diverse background continues to be a challenge across industries.

There are two potential issues here. The first attracting students to apply. The second is having an assessment process that doesn’t disadvantage those students. We know that’s the case with lower socio-economic students and cognitive ability testing.

When it comes to attraction, students who don’t perform well in cognitive testing are less likely to apply to an employer who relies on testing to screen. It becomes a self-fulfilling prophesy. Or a process of self-rejection.

For employers going back to market who do screen on cognitive ability, that may want to relook at cut-off rates.

With offer renege rates also high, keeping offered students warm with technology like Hodie Keep Warm makes a lot of sense. https://lnkd.in/ggD24QC


HR Leading Change – A Success Story

 

How did this HR Manager persuade hiring managers to broaden the diversity of their graduate intake? She didn’t. Instead she gave them objective, bias-free data about the candidates and let the managers make their own decisions.

They no longer saw which high schools students attended. Or if they studied the same course at the same university as the hiring manager. Or whether they participated in the same student societies and activities.

Instead they judged graduates on their achievements, work experiences and academic performance irrespective of university.

What were the results? A marked increase in the diversity of their graduate hires. One hiring manager openly admitted “you know, I would never had considered some of those students before”.

Great kudos went to the HR Manager with recognition and appreciation from executive management. On a personal level she was really pleased to successfully lead change at the general manager level. But it was change-for-the good affecting people, that made her especially proud.

This is a story I recently published on LinkedIn.

My favourite comment was from a former Deloitte graduate recruiter:

“AMAZING! As an ex grad recruiter this would have had a HUGE impact! No matter how much unconscious bias training hiring managers do, these habits are very, very hard to get rid of. Love to hear if there was an impact on disability - that one might be harder to solve with this”.

 

Invitation to Graduate Recruitment Webinar

 

“With so many gimmicks and technology fads in the recruitment market, you simply do not have time to waste with approaches that are not going to work”.

This was the opener in a marketing invitation we received to a graduate recruitment webinar from a global HR consultancy.

You know you’re already in trouble when you starting describing competitor innovations as “gimmicks and fads”.

I wonder how many employers thought “yes, we’ll ignore what’s happening around us and stick with the old tried and true”. Or how many were prompted to say “wow, I need to have a look at what's going on in the market".

While we accepted the invitation to attend the webinar, our invitation was withdrawn at the last minute!

 

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