The latest graduate trends

A new guide reveals top graduate trends, including why Gen Z are bypassing grad programs

The latest graduate trends

A drop in international student numbers and an increase in Australians shying away from graduate programs has left employers with a considerable challenge when it comes to hiring young talent.

Searches for graduate programs are down 45% on 2019 – and even when they do apply, more graduates are backing out after their initial offer, says research published in the 2021 Graduate Trends guide of pre-employment assessment company Testgrid.

The fact that organisations are seeking particular competencies in their grad programs may appear to make the challenge tougher still. Fewer grads to choose from, a set of specific skills sought. However, says Testgrid assessment lead Josie Miller, this is where psychometric testing plays a pivotal role. Not only does it enable employers to find the right fit for the job, testing can help boost retention and, over the longer term, create a workplace culture that ticks the boxes of what graduates want.

“The lower number of grad searches suggests people in that age bracket feel their needs aren’t being fully met by the grad programs on offer,” says Miller. “So something to consider is candidate experience; what is going to appeal to them? Gen Z inclines strongly towards flexible working, meaningful work and wanting a sense of accomplishment from their role. This particular cohort has many options and would like to get the best opportunities they can, so organizations need to be cognizant of that.”

Psychometric cognitive and behavioural testing helps meet the needs of both employer and graduate. First, while it might be assumed it would deter candidates, Testgrid’s research shows that high-quality applicants actually welcome the opportunity to showcase their potential through psychometric testing.

Second, testing allows employers to address specific competencies in their grad programs, says Miller. Many organisations are using their same testing data year to year to identify which scores predicted high performers.

“We recently partnered with a finance grad program that had completed behavioural testing with their candidates last year. We analysed the data, worked out which competencies were most predictive of successful graduates and used those again this year. We focused on a preference for analysing information, attention to detail, and integrity,” says Miller.

“The main drawcard of behavioural testing is retention because what we are measuring is personality preferences, not skills. If people are well aligned behaviourally with their role, they are more likely to be high performers in that area.”

This is especially important for graduates, given that need for Gen Z to feel a sense of accomplishment in their work.

Alongside meaningful work and flexibility, another Gen Z ‘must have’ is the right culture, especially when it comes to diversity.  Here again, psychometric testing comes to the fore.

“By using psych testing you are using objective data as opposed to scanning CVs, looking at names, at people’s LinkedIn profiles, doing phone screens etc,” says Miller. “All those are open to bias and to us having more affinity with someone who is similar to us. Psych testing provides the opportunity to assess people on standardized, objective methods and to assess candidates fairly.”

In the here and now, this type of objective testing is attractive to a diverse range of candidates. Testgrid’s research shows, for example, that many individuals with disabilities welcome the opportunity to demonstrate their skills using this objective, unbiased medium. Over the long term, this is good for an organisation’s graduate value proposition.

“Tackling unconscious bias with your testing will create more diversity, which is in line with what graduates want. It’s about shifting the culture.”

If you would like to learn more about the upcoming graduate recruitment trends and what you can do to prepare, download Testgrid’s latest 2021/22 Graduate Trends eBook.

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