Student recruitment has changed enormously in recent years, with seismic shifts in the job market, an increase in the yearly cohort of university graduates, and a glut of new technologies to analyse candidates. However, it isn’t just the recruitment landscape that is changing; the candidates themselves are transforming, too.
Modern candidates are far more hands-on
While candidates in the past may have taken a more passive approach to the recruitment process, rarely engaging beyond writing CVs and attending interviews, modern candidates are far more hands-on in their approach to their job search. With digital literacy being the norm, a sense of growing competition in the job market and higher expectations of corporate responsibility, candidates today are far more proactive to secure the job of their dreams – no matter their background.
Three reasons why candidates want contextual recruitment
We’ve found there are three main reasons why contextual recruitment is so popular amongst candidates:
1. Universities are increasingly using contextual admissions
Increasingly, universities are using contextual recruitment to make offers to prospective students. Through their close contact with the school systems, universities understand that academic and extracurricular achievements need to be understood in context of a candidate’s background and schooling. That way, they can attract and secure the students with the greatest inherent talent and drive, regardless of their background. Contextual recruitment helps universities to recruit on the basis of this potential rather than polish which might be drawn from factors such as extra tutoring or expensive extracurricular activities to which not all students do not have access.
Candidates who have reaped the benefits of contextual recruitment to access university have come to expect similar levels of consideration when they enter the job market. If an employer does not understand the candidate in proper context, due to a lack of knowledge or tools, candidates may feel that they are being treated unfairly, and overlooked because of factors outside their control. For today’s candidates, contextual recruitment in the professions is just as important as in academia; social mobility does not stop at graduation.
2. Candidates want to be understood holistically
A candidate is not merely a national statistic: they are a complete person, with personal circumstances, unique life experiences and individual contexts which are often lost or disregarded in traditional recruitment datasets. Those seeking jobs today see their lives more holistically, with work, academia and personal life closely intertwined, and greater attention paid to the balance between these parts of their life. Candidates want to be sure that universities and businesses understand their worth as complex individuals, rather than merely as a CV and covering letter. In particular they want recruiters to see the contextual story that lies beneath their grades, which add valuable perspective and give candidates a fair chance to prove themselves in a recruitment process. Contextual recruitment helps to provide this perspective, and presents it in ways that employers and universities can quantify.
3. Contextual recruitment supports social mobility
Contextual recruitment is especially beneficial for diligent students from less-privileged backgrounds – those who attended lower-achieving schools yet outperformed their classmates. Often, due to a complex cocktail of socio-economic factors, these intelligent and diligent students do not have the same level of absolute grades as a student at a high-performing school with more resources at their disposal. Without contextual recruitment, these mitigating factors would be lost. These candidates particularly want recruiters to use a CRS, promoting their achievements in light of their less-favourable circumstances, and giving them a fair chance in the recruitment process.
PiC provides the complete contextual recruitment tool
Candidates today spend a lot of time investing in, thinking about and preparing for their futures. When choosing an organisation who will help them reach that future, they will be looking for those who both appreciate, and help to represent, their unique circumstances to an organisation.
PiC provides the contextual recruitment system that these candidates are looking for. Our CRS is easy to use, provides two unique contextual ranks to better represent candidates’ potential, and can provide candidates with a visualisation of their own contextual data; allowing them to take the plunge into a rapidly-changing world with confidence.