Earlier in September a member of the Careers & Employability Service team attended an Insight Day hosted by Goldman Sachs. The insight day covered a multitude of recruitment processes they adopt when hiring graduates including:-
- What they are looking for in recruits
- What makes a candidate ‘stand out’
- The Placement Opportunities they have available
- What they expect from the application process
- How students can find out more
What they’re looking for in recruits:
- Interested in Students who are self-starters, who will search out opportunities, run with ideas and make an impact. Staff will be very well supported but not spoon fed.
- GS stressed the need for students to have excellent team working and communication skills as they will need to work across teams and get involved, ask Q’s.
- GS look at individual contribution and not age – this means very young staff can progress quickly based on their contribution not their age status.
- GS look at the last qualification gained/expected – not on GCSE’s for example.
- GS do not expect Students to have any work experience.
- The Managing Director for Technology Division went to Southampton Uni and did a placement at GS and rose from Intern to Analyst to now Director in 10-13 yrs. with huge responsibility and travel.
- Accept UG Placements but also MA and PhD, who if successful on placement would start with a higher package to reflect their investment in their education. Particularly STEM, Numeric and Technology subjects are sought after.
- GS graduate vacancies generally go to students who have done an internship with them.
What makes a candidate ‘stand out’:-
- Teamwork, evidence of extra curricula teamwork.
- Listening, learning, open to change, adaptive.
- Acceptance that the real world operates differently than theoretical learning they may have previously done.
- Knowing which division they would like to work in and why, what are their skill set and motivators.
- Being genuine in applications.
Time management, updating manager’s on progress, awareness of confidentiality, i.e. un-wise work related facebook posting.
- Less focussed on degree discipline and more on a student’s ability to learn.
- Strong culture of training and staff development
- Offer a short 2016 Student Challenge Web Link and long Summer Analyst internship – 10 weeks Spring Internships – 2 weeks Web Link, Work Placement Programme (1 year) Web link
- Placements get a team buddy and out-of-team mentor.
- less focus on online tests, but getting to know individuals
- Require CV and 300 word motivation statement
- Interviews are competency, behavioural and technical Q’s. 1st round = 1x 30mins, Final Round 3x 30 mins internal interview.
- Focused on how students reach their answers rather than a ‘Correct answer’.
How students can find out more:
- Careers Blog: http://www.goldmansachs.com/careers/blog/index.html
- Students and Grad info section: http://www.goldmansachs.com/careers/students-and-graduates/index.htmlOnline ‘Events Portal’ – “My GS Events”: http://recruiting360.avature.net/candidate