Ernst & Young changes recruitment process to boost diversity

Further adaptions have been made to the recruitment process for graduates and school leavers. The aim is to speed the process up amongst its new recruits removing the one on one interview stage. The top 5 firm also plans to shorten the process to five weeks from the original nine, from when a candidate applies to them getting the job offer.

Instead, the assessment centre would be the concluding event which should, in EY’s eyes, lead to a more rounded view of each candidate. Similarly, like before, the online assessment can be accessed by the students and completely at their own pace within a two week period.

A working interview sort of day gives the candidate the ability to simulate what the job will be like when they start. Five appraisers on the day will make the final decision on whether the candidate should make get the job as oppose to having an interview. The assessment day will comprise of eight activities, have a chance to meet existing employees and learn about the culture EY.

Earnst and young conducted a survey whereby 2,000 16-22 year olds in the UK gave their opinion on the application processes of large organisation including their perception and experiences with them. Almost a third of those who participated said they found the application process too stressful, too time consuming and they were only focused on grades as oppose to their broader talents and skills.

Justine Campbell, the managing partner for talent, at EY understands that students want a quick, interactive process for recruitment and understand what life is like at EY whilst the firm can get a feel for what the candidate is like too.

The firm has already removed 300 UCAS points from its entry criteria along with the 2:1 degree classification. The firm receives over a staggering 34,000 applications every year for its internship, apprenticeship and graduate programmes every year. 1,200 of those who are successful are offered roles. EY hope to improve both the quality and quantity of candidates it receives every year through hr new structure as we roll into 2019.




About Joan Jones

Joan is a journalist and a financial advisor. A career driven woman, Joan sees the advantages and disadvantages of every development, and weights people's option whether to opt out or engaged. Her primary focus in covering news headlines is the cause and effect, validating its purpose to the public, and provide the necessary recommendation to initiate in-depth understanding. She is a full-time contributor to The Bitgrum.


  1. This blog about Ernst & Young changes recruitment
    process to boost diversity, is a very usefull and i will share it!

  2. Amazing! This blog looks exactly like my old one! It’s on a totally different subject but it has pretty much the same layout and design. Wonderful choice of colors!

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