12Dec
Graduate recruitment has evolved rapidly over the last decade. In 2025, early talent teams are under pressure to make fast, fair, and accurate decisions while also offering a candidate experience that reflects their employer brand.
So, which assessment methods are still relevant? What’s new? And how do you strike the right balance between efficiency and insight?
Here’s your updated guide to the most effective graduate assessment methods and how to apply them in a competitive, candidate-driven market.
1. Online Application Forms: Simplicity Wins
First impressions matter and your application form is often where that relationship begins.
Graduates today expect a streamlined digital experience. Forms that are too long, too corporate, or not mobile-friendly will deter even the best candidates.
With the rise of AI being used by candidates, with 26% of graduates that relied on AI to help answer application form questions (Luminate, 2025), it is essential to clearly communicate your expectations of whether or not you would like applicants to use AI during the recruitment process, and if so set clear boundaries on how they should be utilising this.
What to do in 2025:
- Keep forms short and mobile-optimised
- Use “killer questions” to screen for essential criteria
- Don’t rely on application forms to predict potential, they are an information gathering tool
- When it comes to questions on equality and diversity, be clear on why you are collecting this data and how you are using it.
With most graduates applying via smartphones it is important to keep the application simple.
2. Telephone Interviews: Limited, but still useful
A classic tool that still has its place, but use it wisely.
Telephone interviews can reveal candidate motivations and communication skills. However, they’re resource-intensive and offer limited insight into presence, confidence, or engagement.
Use them for:
- Early stage conversations
- Verifying motivation and availability
- Clarifying application responses
- A way to initiate authentic conversations with candidates and potentially avoid the use of AI.
Where telephone interviews once dominated, they’ve now been largely overtaken by…
3. Video Interviewing: Efficient and insightful
Now a key part of graduate assessment in 2025.
Video interviewing, especially pre-recorded (asynchronous) , allows you to assess multiple candidates quickly, consistently, and fairly. It combines the strengths of live interaction with tech-enabled flexibility.
Why it works:
- Demonstrates effective communication skills
- Candidates are able to interview at a time that suits them
- Scalable for volume campaigns
- Right platform will use AI tools to prioritise large volumes of responses.
- Video interviews can be less time consuming than telephone interviews, as candidate responses can be reviewed at an increased speed, transcribing tools can generate notes and recordings are easily sharable for hiring managers to review
- Helps assess authenticity, resilience, and enthusiasm.
4. Psychometric Testing: Use with purpose
A valuable tool for measuring specific capabilities, especially in technical or analytical roles.
Psychometrics are often used to assess:
- Numerical, verbal and critical reasoning
- Logical problem-solving
- Personality or work style
