KPMG transforms interview process to suit millennials
KPMG has overhauled its “cumbersome and convoluted” graduate interview process to suit the expectations of millennials.
The Big Four firm conducted a survey of more than 400 graduates to find out how they found the process of applying for a job with the firm, with the results making for “grim reading”, KPMG said.
The original KPMG graduate interview process required candidates to complete three separate assessments, which were spaced out over the course of several weeks.
34% of millennials surveyed stated that they felt frustrated with the length of the recruitment process, with a further 34% saying the time they had to wait to hear if they had been successful was also an issue.
The biggest failing in the eyes of the graduates was the absence of any feedback given by KPMG if they were unsuccessful, with over half (55%) saying this frustrated them the most.
'Feedback within two days'
Catherine Burnet CA, who will soon become the new head of KPMG in Scotland and is a member of the ICAS Council, said the firm was streamlining its recruitment processes in response to the graduates' "hard hitting, but really useful feedback".
She added: “From now on a candidate’s final interviews and assessments will take place over the course of just one day and we will make them an offer or give feedback explaining why they were not successful within two working days.”
The new interview process will not only ensure that candidates are not kept waiting weeks to find out if they have been successful or not, it will also help the firm recruit talented millennials who may have previously been put off by the lengthy procedure.
Catherine said: “Millennials no longer feel the need to play it safe and most are now equally happy to work for a start-up or tech firm as they are a large traditional employer. We are competing with the full gamut for the best brains and talent leaving university: getting our graduate recruitment right is crucial to the long term success of our business.”
KPMG's move to modernise the way it hires new talent follows similar initiatives by EY and Deloitte. Last year, CA Today reported that EY has removed accounting or commerce degrees as a requirement to join the company’s ranks.
Deloitte in Australia seems to be fully embracing the millennials love of all things digital by announcing that a fully interactive, game-based assessment will soon become part of its recruiting process.