Navigating the Recruitment Process for a Graduate Job

Explore what to anticipate during the recruitment process for a structured graduate program or an individual graduate job, and learn effective strategies for your applications and interviews.

Graduates often apply for two types of positions:

1. Graduate schemes, wherein numerous graduates enroll in a well-organized training program that often involves rotations across different business areas.

2. Entry-level roles with employers that are suitable for recent graduates commencing their careers, commonly referred to as graduate jobs.

While the specific recruitment process may vary depending on the employer, having a general idea of what to expect for each type of position can alleviate job application stress. In this article, we provide an overview of the most common recruitment stages and link you to expert advice to enhance your chances of success.

The recruitment process for a graduate scheme:

Typically, the recruitment process for a graduate scheme comprises several stages. The order of earlier stages may vary, and some stages might be repeated later in the process. Initial stages often involve the employer's HR team, including specialized early careers recruiters, with individual line managers participating in the final stages.

Step 1: Application form

The first step in the recruitment process for a graduate scheme or job usually involves completing an application form, the nature of which depends on whether the employer follows a traditional hiring approach or a strength-based approach.

A traditional application form typically requires providing contact information, educational background, work experience history, and responding to application questions. Sometimes, it may also necessitate submitting a CV and/or a cover letter. The application questions primarily focus on explaining your reasons for applying to the role and the employer, and how your skills and work experience align with the position. They may also discuss your understanding of the industry.

In a strength-based recruitment process, the emphasis lies not on how your past experiences qualify you as a good candidate, but rather on how your natural strengths and behaviors make you a suitable candidate for the future. Consequently, a strength-based application form does not include traditional application questions. Instead, it gathers brief biographical and contact information before directing you to online tests and pre-recorded video stages of the recruitment process.

Consult our guide for graduates on job application forms to discover helpful tips for navigating the application stage. Learn effective strategies to respond to job application questions.

Step 2: Cognitive Assessment

If your application form impresses the recruiters, they may request you to undertake cognitive assessments, commonly known as psychometric tests. These objective assessments help employers evaluate your cognitive abilities and behaviors, providing deeper insights into your potential in the workplace beyond what forms or interviews alone can reveal. The main types of psychometric tests include:

- Aptitude tests

- Personality assessments

- Job simulation assessments

- Game-based assessments

Psychometric tests may be administered at various stages of the recruitment process, such as during interviews or at an assessment center.

For employers utilizing a strength-based recruitment process, they may incorporate virtual job simulation assessments as part of the initial video interview stage.

To learn more about psychometric tests, their types, how to prepare, and strategies for success, refer to our comprehensive guide on psychometric tests. Additionally, explore our guide on game-based assessments for insights into this interactive assessment method.

Step 3: Initial Video Interviews

Your first-round interview may involve either a live video conversation with an interviewer conducted on platforms like Zoom or MS Teams, or it may be conducted as a traditional phone call.

Alternatively, you may encounter a pre-recorded interview format, where you record and upload answers to questions presented on the screen.

Expect interview questions related to your motivations for applying, understanding of the role, and your skills or qualities.

Take a look at our expert tips on video interviews, which cover both live video conversations with recruiters and pre-recorded interviews.

However, as mentioned earlier, employers following a strength-based recruitment process might incorporate virtual job simulators during the initial interview stage instead of conducting psychometric tests. Virtual job simulators involve watching work-related scenarios on the screen and responding by selecting multiple-choice options, recording and uploading answers, or writing responses in a text box on the platform.

Step 4: Assessment Center

Assessment centers are essentially gatherings of aspiring candidates where employers evaluate their suitability for the role through a series of exercises. While the specific structure and tasks may vary, typical components include an ice-breaker activity, a group exercise (often based on a business case study), a group or individual presentation, and an individual interview. Additionally, assessment centers provide opportunities to meet with employees at the graduate level and beyond, enabling a better understanding of the organization. It is uncommon for employers to invite candidates to a separate final interview after the assessment center.

For detailed guidance on assessment centers, consult our comprehensive guide for graduates, which provides in-depth advice and tips on how to prepare for these assessments.

Recruitment process for a graduate job

When it comes to recruiting for a graduate job, employers usually aim to fill one vacancy rather than multiple positions in a graduate scheme. Consequently, the recruitment process for a graduate job typically consists of fewer stages and is less centralized, with more involvement from the individual line manager rather than a HR assistant or early careers recruiter. Additionally, the process is more likely to vary between employers, making it challenging to predict the exact expectations. However, you can expect to submit an initial application and undergo at least one interview.

Application

The method of submitting initial applications varies among employers. It may involve emailing your CV and cover letter directly to a recruiter or completing a straightforward application form, which may include application questions or require attaching your CV and cover letter. It is not uncommon for applications to be submitted via LinkedIn as well. To enhance your application, refer to our advice on creating an outstanding LinkedIn profile.

Interviews

Interviews for graduate jobs can be conducted through live video calls (using platforms like Skype or Zoom), over the phone, or in person. Prior to the pandemic, the typical process included a first-round interview to assess suitability over the phone or via Zoom, often with the prospective line manager, followed by one or two face-to-face interviews. These interviews could be one-on-one or panel interviews and might have provided an opportunity to meet the potential team.

In today's context, interviews may follow a similar process, or all interviews may be conducted via video calls, particularly for remote-working positions. The number of interviews and their mode of conduct will ultimately depend on the employer.

Interview questions

During an interview, you may encounter various types of questions, such as:

1. Motivational questions: These aim to understand your interest in the position, for example, "Why are you interested in this position?"

2. Employer-focused questions: These assess your knowledge about the company, like "What do you know about us?"

3. CV and career aspiration questions: These inquire about your experiences and goals, such as "Talk to me about your internship with X" or "What is your career goal?"

4. Hypothetical questions: These pose scenarios to evaluate how you would handle specific situations, like "What would you do if a client complained?"

5. Competency or values-based questions: These request examples of your skills, values, and problem-solving approaches, such as "Give me an example of when you worked in a team to solve a problem" or "Tell us about a successful situation and why it was a success for you."

6. Strength-based questions: These focus on your natural strengths and preferences, like "What motivates you?" or "Do you prefer starting tasks or finishing them?"

7. Technical questions: These may apply to specific roles like IT or engineering, assessing your knowledge in those areas. For example, engineers might be asked physics-related questions, or IT developers might be questioned about software understanding. However, in most cases, you will likely be given tasks to complete instead of answering technical questions (see below).

For further guidance on answering interview questions, refer to our article on the top nine tricky interview questions and how to respond to them.

Interview tasks

During the interview process, you may be given specific tasks or activities to complete that allow the interviewer to assess your abilities and see how you approach tasks related to the job. These tasks can be given either in advance of the interview or during the interview itself. The tasks are designed to be relevant and appropriate to the role you are applying for. Here are some examples:

1. Trainee journalist or editor: You may be asked to write a short story based on a press release or undertake a proofreading test.

2. Software developer: You may be given a small development task focused on a specific tech stack and asked to talk through your thinking and approach to the problem.

3. Graduate data analyst: You may be asked to evaluate different data tools and prepare a presentation on your findings.

4. Graduate structural engineer: You may be asked to review a design diagram or answer questions on how to make calculations related to structural engineering.

5. Desktop design: You may be assigned a "take home" exercise where you complete a relevant design project or prepare a presentation.

6. Commercial roles (sales or business): You may be asked to undertake a SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats) of the employer's competitors.

7. Marketing or social media: You might be asked to create content or present a plan on how to promote a product using marketing or social media strategies.

It's important to approach these tasks with preparation and demonstrate your skills and understanding relevant to the role.

Check with employers

It's important to note that the recruitment processes mentioned earlier are not exhaustive lists and can vary between employers. To get a clear understanding of the specific recruitment stages for a graduate job or scheme, it's recommended to check the individual employer's website or reach out to the recruiter for accurate information.

What happens after the final interview?

After the final interview, there are several possible outcomes. You may receive a job offer, or you may not. Regardless of the outcome, we provide advice on how to handle different scenarios, including:

- Juggling multiple job offers

- Accepting or declining a job offer

- Dealing with job rejection

- Negotiating your salary

- Understanding your employment contract

In addition, we offer tips and advice on how to make a good impression on your first day of the new job and how to succeed in your first job after university.

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