Why Changing Entry Criteria For Early Careers Programmes Will Benefit Your Business
Updated: Aug 26, 2020
Research from the Institute of Student Employers (ISE) shows a shift in entry criteria from employers in recent years:
In 2014 76% of ISE members required a 2:1 for all of their graduate trainees; by 2019 it had dropped to 57%.
Those requiring minimum A level grades (or UCAS points) has also declined from 40% in 2014 to 16% in 2019.
Some employers have gone as far as setting no minimum requirements; 7% in 2014 to 22% in 2019.
There's so much more to a young person than just their academic achievements - their motivation, passion and potential. (See previous blog to learn more about Why You Should Invest in Early Talent)
Of course, qualifications are relevant and need to be considered especially for more technical roles, however they shouldn’t be the overriding factor in a selection process.
Revising your criteria can be daunting - having to change a practice that has been in place for years is a huge cultural shift.
We've also successfully overhauled outdated entry requirements to increase the talent pool of diverse students. We never compromised on standards and the focus shifted to not just looking at candidates’ achievements but their strengths, motivation and potential.
We found that there were significant benefits which included;
⭐ A contribution to an increase in diversity.
⭐ Widening the reach of Universities and Schools we worked with.
⭐ Increased the pool of talent available to us.
⭐ Improved brand awareness.
Therefore, when you decide on your entry requirements remember how valuable it can be to widen your scope.