Rethinking Graduate Recruitment
Allianz GI
Allianz GI wanted to improve its graduate recruitment process and identify high-potential candidates who could think differently, innovate, and drive future business success.
The company needed a more efficient and scientifically robust way to select a small number of candidates from a very large global applicant pool.
Thousands of candidates apply to the Allianz GI graduate programme each year. How do you identify the best few?
Candidates typically progressed through the standard assessment stages: online application/assessment, CV, interviews, and assessment centers.
Although these methods were widely used, they:
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Required extensive manual screening
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Consumed significant time and resources
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Relied on subjective judgement
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Included tools with limited scientific evidence for predicting job performance
As a result:
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Recruitment was costly and inefficient
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HR teams spent large amounts of time reviewing applications
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Candidate evaluation lacked consistency
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High-potential candidates may have been overlooked