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Latest Employer News from GradSift

December 2020


May 2021

HR Executives and Artificial Intelligence in Recruitment

Interested to see how artificial intelligence will streamline entry-level recruitment? From many of our discussions, HR executives tell us they are.

They see their peers moving ahead and they don't want to be left behind. But they also need to learn what's been successful in the market.

Entry-level recruitment has always been considered a testing ground for new technology. Unlike other ai solutions, GradSift is purpose-built for graduate and intern recruitment. For new users, a simple way to start is by trialing GradSift for an intern or work experience program. 

Why would you do that?


  • Well, firstly it works (100% recommendation from employer users)
  • It's a huge increase in recruiter capacity and saves recruiter time (that has to be good, unless people like to binge on applicant videos)
  • It broadens diversity hires
  • And it’s a 70% cost saving compared to testing.

I’m sure if any HR exec saw that in a proposal they would say "just do it".


Career Readiness Competencies

NACE is the US association of graduate employers and university careers advisers. They’ve just updated their list of competences used in the context of student success including includes career readiness.

Here are the Career Readiness Competencies and their definitions:

Career & Self-Development
Proactively develop oneself and one’s career through continual personal and professional learning, awareness of one’s strengths and weaknesses, navigation of career opportunities, and networking to build relationships within and without one’s organization.

Clearly and effectively exchange information, ideas, facts, and perspectives with persons inside and outside of an organization.

Critical Thinking
Identify and respond to needs based upon an understanding of situational context and logical analysis of relevant information.

Equity & Inclusion
Demonstrate the awareness, attitude, knowledge, and skills required to equitably engage and include people from different local and global cultures. Engage in anti-racist practices that actively challenge the systems, structures, and policies of racism.

Recognize and capitalize on personal and team strengths to achieve organizational goals.

Knowing work environments differ greatly, understand and demonstrate effective work habits, and act in the interest of the larger community and workplace.

Build and maintain collaborative relationships to work effectively toward common goals, while appreciating diverse viewpoints and shared responsibilities.

Understand and leverage technologies ethically to enhance efficiencies, complete tasks, and accomplish goals.

You can view the full article here


“Cognitive Testing Misses Personality and Behaviors"

That's a quote from a leading testing provider.

Which is why employers then use asynchronous video interviews. To assess behaviors, communication and potential organization fit.

But that's a process where there’s a lot of recruiter time wasted watching the weak candidates.

Employer Feedback - GradSift Works!

Nice feedback from a first-time user of GradSift.

This employer’s graduate program comprised more than 10 functional roles. The employer applied different selection criteria for each role to then review the ranked results of applicants who met the criteria.

Next step was to watch the sixty seconds video starting with the top ranked applicants.


The result?

Applicants who were highest ranked by GradSift also rated the highest in video.

That was consistent across all roles. Needless to say the client was impressed.

So how does Gradsift do it? It assesses behavioral skills including examples of leadership and initiative as well as the relevance of a student’s background and career interest with the employer. This is reinforced in the video with students highlighting key achievements and their interest in a career with the employer. Naturally, the employer can quickly assess communication skills and potential cultural fit.

All of this without opening a resume!


Candidates who Leave Applications or Assessments to the Last Minute

At GradSift we keep a log of all candidate support requests. The most common are simple things like a forgotten username or being locked out of the system, although there are always those candidates who need extra support.


What we consistently find is there are more support requests from candidates who complete their GradSift profile on the last day or two.

It makes us wonder. Is there a correlation between when a candidate completes a graduate program application or other assessment stages and whether they are hired?

That should be an interesting exercise for an employer to do.



GradSift Launches in the US

We have just completed adaptation of GradSift for the US market and will launch in June at the annual conference for college recruiters and career advisors.

 The single biggest difference between the Australian and US graduate recruitment markets is the volume of universities and colleges in the US – around 3,500.

To manage resources, this has led to employers historically recruiting from a small number of “core” and “target” schools (15 to 30). They’ve relied upon year books and school careers advisors to identify likely students. Pre-covid, employers met students in-person for on-campus interviews.

Over the last two to three years new technology has sought to “democratize” graduate recruitment enabling employers to reach students from any school.

Employers embrace recruiting beyond core and target schools because they know it will increase diversity. But it’s also led to applications quadrupling and more.

As an early-careers recruitment manager for a global financial services group said “In addition to my core and target schools applicants, I have another 15,000 sitting in my ATS. To be honest, I just don’t have the time to look at any of those”.

That’s where we believe GradSift will add a lot of value.





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