Justin [00:00:01] And so if we talk a little bit about, you know, graduate resume CDs, cover letters, that kind of thing, what do you typically looking for there? Is there anything, you know, specific outside of what we might normally expect, just clearly listing out, you know, your skills, your experience? Is there anything that kind of goes beyond that you might be looking for in those cover letters and those resumes?
Rem [00:00:21] So I have a bit of a unique answer to that question. We don't actually review surveys and cover letters.
Justin [00:00:25] Really. Okay. I like that. So. All right. All right. Tell me a little bit more about that.
Rem [00:00:31] So the reason we don't look at surveys and cover letters is. Our graduate program is designed to be just that like we view this as the start of someone's career, professional career, basically. So we have designed our recruitment process, the recruitment and selection process, and the stages within that to test specifically for the skills and capabilities in a robust way that we are looking for. Right. So we want actual facts and data around what are your capabilities. And that's what we've designed the process to elicit. Less so what you can write in a CV and a cover letter. And the other thing that CVs sometimes lend themselves to is perhaps a little bit of bias. So seeing, you know. Where someone grew up or they're the schools that they went to, they can sometimes be some inherent bias in that, and the same with some of their experiences. Sometimes some people have access to other experiences that other people are just more or less prohibited from getting access to. And so we want we don't want that level of bias in our recruitment process, particularly at this end of someone's career, where, to be honest, it's it's less than relevant. And we can test farn better and more fairly for the types of things that are actually important to us.
Justin [00:01:43] Yeah. There's so much that I love about what you said there. I mean, specifically that point about understanding that this graduate role really is the start of, you know, a student's career into the workforce. I think there's kind of like a running joke of seeing job postings online for entry level jobs, asking for three years of experience. And it's that sort of chicken and the egg scenario of how do I, you know, get into this entry level role, but with all this experience going on there. So that's really, really neat. And certainly these like conscious efforts towards removing bias from the processes like, you know, I spent two, three, four years between sort of Russia and Ukraine and totally different approach to the way, you know, hiring happens there. And, you know, you need to put your profile picture on your resume and you need to list whether or not you're married and whether you have children. And so you see these big differences between the way things happen in these different countries. And, you know, even just talking to like Russians and Eastern Europeans, they're like super surprised that you wouldn't put your gender or your profile photo on their you wouldn't list whether or not you know your marital status. So I think, you know, moving towards as much as possible, just removing these biases is really just an incredible way to go.