Apply now for 2018 Graduate Schemes

This is a good opportunity to remind you that many large graduate programmes conclude their recruitment by the end of the autumn term. If you think you might want to apply for one of these schemes make sure you start looking now! Many finance positions are already open and fill quickly. The benefit for you is that you can complete the recruitment process before you get too far into your final year – so you can concentrate on your exams rather than your job hunt.

Banks who have opened up their graduate scheme applications include Citi, Goldman Sachs and Credit SuisseFor those of you thinking about applying to Investment Banking internships for summer 2018, please note that some Banks have already started accepting applications – including Goldman Sachs and Credit Suisse.

If you need some support in your job search, or with applications and interview practice, please do make use of the Careers & Enterprise Centre as soon as you can. During the first few weeks of the autumn term we will be extremely busy with appointments, so the more you can do over the summer the better!

Also don’t forget we have a huge range of events taking place in the autumn term where you can meet lots of employers with open positions. These events will be announced on our website before the start of the new term.

In the meantime take a look at for further resources, and our vacancy site for opportunities.


Could gaming be the future of recruitment?

It has been predicted that over 70% of global 2000 organisations will be using gamed-based recruitment campaigns in the next two years. Already Deloitte, BBC and Network Rail are using games to recruit candidates, amongst others.

So how is gaming being used to recruit candidates?

skyrise city

Games-based assessments are the next generation of psychometric testing and are games designed to test your mental agility, cognitive speed, attention span, spatial aptitude and numerical reasoning – not skill. They tend to be delivered through app-based platforms and are tapping into the technology that students have grown up with and are used to. The image to the left shows an example of this type of game – in this instance, Skyrise City developed by Arctic Shores (image credit: Arctic Shores).

Jill Summers, Head of Assessment and Development at GradWeb, suggests that “Games-based assessments provide a much more engaging and motivating experience for candidates, which is why recruiters will continue to move toward them. They assess some attributes and traits that aren’t easily assessed by traditional cognitive or personality tools.”

Why is it being used?

  • Research from Deloitte last year has found that 80% of applicants have expressed frustration with the application process, which can be lengthy – involving tests, assessment centres and interviews.
  • Students can prepare in advance for tests and competency questions, which means that the answers they give may not indicate their decision-making skills, but instead they are simply remembering ‘the right answers.’ Candidates cannot prepare a response to a game-based assessment, so it’s assessing real life behaviours instead of practised responses.

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The CV journey – what happens to it after you send it?

You have painstakingly prepared your CV or application form and clicked send. You imagine an employer receiving it, perusing what you’ve written and then emailing you back. You wait. You wait. You hear nothing.

Sound familiar? It’s a common experience and a frustrating one. So too is the experience of sending in an application form you have spent hours over, then receiving a rejection almost immediately.

So what’s actually happening to you CV or application form once you click send? We’ve done a survey amongst a small sample of employers to get the inside perspective and combined this with known trends in recruitment to bring you the following insights.

Once you click send…
Your CV or application form lands in a (probably very) busy recruitment team. It will join a large number of others awaiting screening. It’s unlikely that someone will look at it straight away.

If this is the case, why did you get a rejection reply so quickly?
That’s where technology comes in. The employer may be using screening software to sort applications and reject automatically those that do not appear to meet key criteria (e.g., academic results, technical knowledge and employability skills). This software is being used in more and more cases, although not all. None of the employers in our survey were using software for the first stage screening. However, all are using specialist software to store and process applications through the recruitment process.

Aren’t employers missing some great applicants by automating screening?
That may well be happening, but with large numbers of strong applicants and pressure to reduce recruitment costs, that may be a risk worth taking. To avoid being the one who gets missed, make sure your CV contains terms which directly link to the competencies and qualifications needed for the role. These will match the search terms in the software and make your selection more likely.

So it’s just about matching some key words really?
It’s much more than that. The full content and presentation of your CV and application matters a great deal. As one recruiter fed back to us “I believe candidates do not feel that attention is paid to their CVs…This is not true… some do spend the time both at screening and throughout the process to read the CV fully.”

Impact matters.
How long do you imagine a recruiter will take to read your CV fully? A trained eye may view it for 60 seconds (or less!). You need to make an impact in that time. The same goes for application form questions which are often competency based. “We … read through the answers to the competency based questions to look for good examples that the candidate has given and score these”. So it’s not just about having an example, but having a good and clearly set out example (e.g. of team working) to make sure that your evidence can score as highly as possible.

Is it only Human Resources who read my CV?
No. Our survey showed that people from the business line (i.e. those working in teams you may join) are also involved both early in the selection process and, of course, later if you proceed through to interviews. They will be sent copies of your application materials and have read them, so expect to be able to back up what you said!

What happens to my application once it’s all over?
“If the candidate is successful then the CVs, application forms and any other information about the candidate will be passed over to HR to store in their personnel file. If the candidate is unsuccessful, their details are stored separately to the main database as we sometimes find that candidates may come back to us in future to be considered for other positions. All candidates are informed that their details will be kept on file for future vacancies.” This survey response is typical of many employers. A couple of points to note. Firstly, remember that a previous application may be looked at if you apply to the company again. Be consistent. Secondly, when successful for a role, your application information will be kept on file and could be referred to at any point, so think twice about being ‘economical with the truth’ in your content.

To get advice on increasing the impact of your CV and applications, contact Careers.

Read more in the Wall Street Journal about the journey of a CV from a US perspective at:

Disclosing disability in job applications

Deciding whether to let an employer know that you have a disability during the recruitment process can create anxiety in students and graduates but it can be important to disclose this information to access any reasonable adjustments you may need.

Some brief definitions to help

A disabled person/person with a disabilitysomeone who has a physical or mental impairment that has a substantial and long-term negative effect on his or her ability to do normal everyday activities.

Disclosurewhere you inform someone – in this case, an employer – that you have a disability.

Reasonable adjustmentadjustments and support provided by an employer to ensure disabled employees are not disadvantaged in the workplace or in this case the application process.

Why should you disclose?

Legally, an employer cannot discriminate against a disabled person (see the Equality Act 2010) however there is no legal obligation for you to disclose your disability.  If you do choose to tell the employer it may help you receive the necessary support to ensure you perform your best during the application process and you will be protected by the law.

Your disclosure can also further demonstrate the transferable skills that the employer is looking for such as:

  • Working around challenges – determination, creativity and resilience to complete your degree with a disability
  • Confidence – disclosure shows a confident attitude making your disability a positive attribute
  • Diversity – you are contributing to a diverse workforce rather than “selling” your disability

When can you disclose?

You may choose to disclose at the following stages of the application process.
CV – extenuating circumstances for example hospital visits that may have affected academic results
Application Form – requesting the form in an accessible format
Tests – reasonable adjustments such as extra time to complete the tests
Interview – reasonable adjustments such as directions to the venue in large print
Assessment Centre – reasonable adjustments such as physical access into the venue
Offer of Employment – planning reasonable adjustments to support you in your job role
Never – you may not disclose if you feel that your disability does not impact your application or working life.

Remember that employers may want advice from you about how to support you as a disabled employee.  Provide them with ready-made solutions if there are things that you are doing now that work for you such as specialist software to hear text read aloud.

For more information

On campus – the Disability and Dyslexia Service (DDS) have expertise in disability and dyslexia issues, their website was a great help for this blog.

Off campus – REACH provides information for students with barriers to employment, there are links to external support services like Shaw Trust whose information provided content for this blog, an events/application deadlines calendar and blogs.