Tackling Barriers in Recruitment

It was reported yesterday, 3rd August 2015, that leading accountancy firm Ernst and Young are going to remove all academic and education details from its trainee recruitment process in an attempt to breakdown the barriers for graduates applying for a trainee position.

Although, in May 2015, PricewaterhouseCoopers (PWC) announced it would no longer look at the A level grades achieved by applicants, Ernst and Young have also removed the requirement for a minimum degree classification.  The new application process for Ernst and Young means that recruiters will be unable to see any educational details about applicants until the end of the recruitment process.  The application process will now place much greater emphasis on online skills-based assessments and numeracy tests and will no longer reject candidates based solely on their academic achievements.

Ernst and Young hope that this approach will boost workplace diversity.  Currently only 4% of their senior staff are from ethnic minorities and less than 20% are female.  The company recruits 1,800 trainees each year, from 25,000 applicants.  Two thirds of trainees are graduates, with 400 recruited as undergraduates on internships, and 200 joining straight from school.

However, it is important to note that Ernst and Young’s graduate programme will still account for the majority of new recruits into the company.  Further discussion is required to ensure that those from disadvantaged backgrounds are also able to access university education.

For the full story, please see here.

Helen Robinson