Recruitment processes for Irish employers
According to the gradireland Graduate Salary & Graduate Recruitment Trends Survey 2014/15, our annual survey of graduate recruiters, the number of companies using pre-selection criteria when screening applications. 68% use telephone interview, 29.3% opt for online psychometric tests, 22.7% used online psychometric tests while over a quarter, 25.3%, now conduct video (Skype) interviews.
16% of companies opted for other methods when it came to pre-screening processes. These include verbal and numerical ability testing, assessment centres, computer-based exercises, personal interviews, face-face psychometric testing, CV or application form screening, technical tests and even video applications.
Current research points to the continuing importance amongst employers (at 66.3%) of core competencies and employability skills for the particular job which the applicant is applying for. This must be coupled with an appropriate degree, with an expected 2:1 result or better, which 52.8% of employers are looking for. Employers surveyed in our research said that the quantity (44.7%) and quality (74.1%) of applications received were broadly similar to those received in the previous year.
The traditional view of graduate recruitment is that of the milkround, where companies run their campaigns in the first academic term, with an application deadline generally before the Christmas break. But according to our survey, this tradition is no longer a reality in the annual recruitment cycle.
There is still activity around careers fairs and employer presentations during the first academic term but this is now more important for companies to engage with finalists as they begin to decide which sectors and employers they would like to work for. It is less important when it comes to recruitment closing dates.
Our survey shows that the majority of companies in Ireland do not have a specific deadline and will accept applications for most or all of the year. This is a continuation of the trend over the last three years and reflects the current uncertainty in the economy, with companies recruiting on a year-round basis rather than committing to their graduate recruitment requirement (and budget) in the traditional pre-Christmas period. This is good news for finalists and graduates, who get more than one chance during the year to apply for jobs with graduate recruiters.
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