From 20,000 CVs to 200 hires: How leading employers use assessments in early careers

This webinar focuses on a major trend in early careers recruitment: rapidly rising application volumes and what employers are doing to maintain a fair, efficient and candidate-friendly hiring process at scale. The session is hosted by Sarah (Joint Chief Executive at the Institute of Student Employers) and moderated by Kraig Payne, Customer Success Director at Sova, with panel contributions from Hannah (Strategic Resourcing Manager, Nationwide) and Devi Selliappan-Anne (Early Careers Programme Manager, Vodafone).

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Here are the key points that emerged from their conversation:

1. Application volumes are rising sharply across employers

A central theme is the “flood” of applications into graduate, apprenticeship and placement programmes:

• Vodafone reports around 27,000 applications, describing it as nearly double year-on-year, spread across nine streams (business areas/programmes).
• Nationwide shares a similarly steep trend: 13,000 applications in four weeks, compared with 13,000 across the whole year previously, and 7,000 the year before that.

Both organisations frame this as a broad market trend, influenced by tougher job-market conditions and candidates applying more widely.

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2. Candidates are applying more broadly and less selectively

The experts suggest the volume increase is partly driven by candidates submitting many applications rather than targeting specific employers or sectors. Devi references external statistics indicating graduates may submit 20+ applications, with some candidates applying for “an opportunity rather than the opportunity”. Hannah adds that Nationwide is seeing duplicate applications across programmes, including candidates applying across unrelated streams (for example, technology and non-technology roles).

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3. Managing volume requires automation, but candidate experience remains the priority

Both employers emphasise that teams have not doubled in size, so automation is essential to run high-volume recruitment fairly and efficiently.

• Vodafone mentions handling volume with a team of five, relying on automation to focus on higher quality candidate interactions.
• Nationwide describes a core team of four, supported by additional admin uplift in busy periods, and highlights the importance of integrated systems to remove manual admin and keep the process moving.

A repeated point: automation should improve speed and consistency without making candidates feel like numbers.

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4. Where assessments sit in the hiring funnel

The discussion outlines structured, multi-stage funnels designed to cope with high volume while keeping selection fair:

Vodafone’s four-stage process

1. Application
2. Online assessments (including a recorded video interview and a logical reasoning test)
3. Assessment centre
4. Final outcomes/offers

Vodafone notes that candidates who don’t complete online assessments are not chased, using non-completion as a “natural self-sift” that reduces administrative burden while allowing candidates to opt out.

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Nationwide’s approach
Nationwide places significant emphasis on bespoke early careers assessments aligned to its behavioural framework:

• A situational judgement questionnaire (SJT) designed using examples gathered from high-performing current cohorts.
• Cognitive reasoning assessments (and numerical reasoning for some areas, such as finance).
• A video interview stage.

Nationwide does chase candidates for assessments (to avoid missed emails/junk folders), but relies heavily on ATS–assessment platform integration to automate communications and progression.

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5. High completion once candidates start, and strong conversion at assessment centres

The panel observes that while some candidates drop off early (potentially reflecting lower commitment when applying widely), those who begin assessments often complete them in one sitting. Both employers aim to invite only the number of candidates needed to meet hiring demand, which helps maintain strong conversion rates at assessment centres and avoids rejecting large numbers late-stage.

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6. AI in early careers applications: allow it, but set clear boundaries

AI is discussed as both a reality and a risk in graduate recruitment.

• Vodafone has published guidance on its careers site explaining how to use AI and how not to use it. The message is: AI can support preparation, but it must not “speak for you.”
• Acceptable uses include structuring or tailoring a CV, researching the company, and generating practice questions.
• Unacceptable uses include inventing experience, copy-pasting AI-written answers, using AI during live interviews, or using AI to complete online tests.

Both Vodafone and Nationwide note the difficulty of proving AI misuse without robust detection data.

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7. Integrations and global consistency: don’t underestimate complexity

A practical takeaway is that building a scalable early careers process depends heavily on reliable system integrations. Nationwide flags the importance of leaving enough time for platform-to-platform automation to work properly. Vodafone echoes this, adding that managing early careers across multiple markets requires balancing global consistency with local needs, and that integrations, suppliers, testing and timelines can be more complex than expected.

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8. Application windows and inclusion: shorter ads, clear timelines, reasonable adjustments

Nationwide explains it is more proactive about closing adverts once sufficient volume is reached, rather than leaving roles open for months and continuously driving applications. Both organisations stress inclusion:

• Clear timelines and communications throughout the process.
• Reasonable adjustments for candidates who need them (including neurodivergent candidates).
• Nationwide notes its assessments are not timed, and candidates can pause and return, supporting accessibility.
• Vodafone highlights a support structure so candidates who need alternative formats (for example, different interview approaches) can be accommodated where reasonable.

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9. Keeping candidates engaged to reduce drop-outs and reneges

Both employers describe post-offer engagement to maintain connection and reduce reneges, including ongoing communications and events that help candidates understand the “day in the life” and the impact of the work. The panel notes that reneges appear lower than in some previous cycles, likely reflecting labour-market conditions and the value of consistent engagement.

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10. Advice to students: research, motivation, and authentic answers

The closing advice to undergraduates is consistent:

• Do your research on the organisation and role.
• Be clear on why you are applying and connect your motivation to what the company does.
• Use AI to prepare, but ensure answers are authentic and grounded in real experience.

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