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5 Tips To Maximise Trust In Grad Recruiting During COVID-19

BY Team PredictiveHire

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Graduate Recruiting

Article 2 of 2 |

With graduate hiring, trust in your process is even more important. You never know when a poor candidate experience might end up on Glassdoor or Whirlpool or other such sites. Given there is a lot out of our control now, what you can control is how you and your organisation choose to engage with your graduates.

1. Personalise your communications 👍

Be 10x more humanistic in your communications than ever before, to soften the stress everyone feels right now. Use technology that humanises the application experience. Use your photo in emails, dial down the formal side of your comms, show care and empathy right up the top. These are unprecedented times that call for a whole new way of connecting.

2. Reduce the asymmetry in recruitment and give something back! 😍

It is now table stakes that every graduate experience is one that rewards both sides – offering personalised learning for the grad and some good quality data intelligence for you the recruiter. Intelligence that looks like this https://bit.ly/2R6LuIc

3. Use assessment tools that feel more human 😀

This means being mobile-first and using engaging and relatable assessments that everyone can do in their own time and untimed to take away the unnecessary pressure. Tools like FirstInterview https://bit.ly/39KoqFP

4. Remove bias from your processes 🙏

The right AI tool can ensure every graduate applicant has an equal and fair opportunity to be considered because:

  • They don’t rely on the CV, which is a biased and inadequate reference point for the traits that matter the most, such as growth mindset, accountability, drive and grit.
  • They remove irrelevant markers of job fit like your ethnicity, your gender and your age, unlike video interviewing, which bakes in biased selection.

5. Hire for values and train for skills 🙌

We have all read the research saying Gen Z will have ten jobs in our lifetime. That means the real skills that matter is grit, drive, accountability, curiosity and even humility to know you won’t always know what you are doing and how to do it!

That means uncovering these traits and values has to be a critical ingredient in your assessment tool. Doing that via human interviews is no longer acceptable given the bias we all bring to those conversations. Still, more than that, few businesses will retain a human assessment process when Ai does it better faster and cheaper. 600x faster and at least 3x cheaper. Here are the 2 metrics that should matter the most to any recruiter.

There are AI tools out there to help you with this including the ability to run a virtual group assessment to deliver the same integrity of assessment days with a lot more efficiency > WATCH VIDEO HERE. 

It’s about time to look at AI for your graduate recruitment.

Get in touch here with Barb, Nick or Jess

To read the first article click here

Graduate recruitment during COVID-19 – what’s different?

 

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