VMJPod: Embracing a Degree-Agnostic Approach

VMJPod Grad Recruitment Series | Hosted by David Macciocca and Steven Nield | Special Guest: Kristy Abbott

In today’s evolving job market, recruiting graduate talent demands more than just reviewing academic credentials. Forward-thinking organisations are reimagining their hiring strategies to prioritise skills, potential, and cultural fit over formal qualifications.

In a special six-part VMJPod graduate series, host David Macciocca, CEO of VMJ, and Steve Nield from GHD, dive into the evolving landscape of graduate recruitment with leading voices from the industry.

In the first episode of the series, they sat down with Kristy Abbott, Product Owner for Career Programmes at ANZ, to explore how the bank is leading the charge with a progressive, degree-agnostic hiring strategy. Kristy’s insights offer a compelling look at the future of talent acquisition and deliver practical takeaways for recruiters looking to innovate their approach.

Rethinking Requirements: ANZ’s Shift to a Degree-Agnostic Model

ANZ has fundamentally restructured its recruitment philosophy, moving beyond the traditional requirement for degrees in most roles. This bold shift reflects a growing recognition that diverse educational backgrounds can drive innovation and better business outcomes.

“There are very few roles specifically requiring a particular degree,” Kristy explained, emphasising ANZ’s commitment to assessing talent based on capability, not credentials.

By removing this barrier, ANZ opens the door to a broader and more diverse range of candidates—unlocking untapped potential and enriching its workforce with fresh perspectives.

Goodbye Resumés: A More Equitable Evaluation Process

Perhaps one of the most revolutionary changes ANZ has introduced is the removal of resumés from the application process. Rather than relying on CVs—often biased or overly focused on past experience—ANZ uses a suite of modern assessment tools to evaluate applicants more holistically.

These tools include:

• Gamified assessments to measure problem-solving, adaptability, and emotional intelligence

• Video interviews to gauge communication and alignment with ANZ’s values

• Behavioural scoring tailored to key competencies

This shift not only reduces unconscious bias but also creates a more inclusive and engaging experience for applicants.

A Candidate-Centred Experience that Drives Diversity

ANZ’s new approach has not only improved fairness—it has significantly enhanced the candidate experience. Since introducing these changes, applications have more than doubled, rising from 5,000 to over 11,000 in just three years.

Key features driving this success include:

• Clear, transparent communication throughout the application journey

• Multiple touchpoints to maintain engagement and build rapport

• A focus on setting expectations and offering support at every stage

“Maintaining touchpoints is critical,” Kristy noted. “It helps candidates understand where they are and what to expect next.”

These practices have contributed to a more diverse applicant pool and a better overall impression of the brand.

Combining Technology with a Human Touch in Assessment

At the heart of ANZ’s strategy is a carefully designed selection process that blends digital efficiency with human insight. Assessments are aligned with ANZ’s behavioural and cultural values, ensuring candidates are evaluated for both aptitude and attitude.

This dual-focus approach allows recruiters to efficiently manage large volumes of applications while still identifying individuals who embody the traits needed to thrive in a collaborative, fast-paced environment.

A Culture of Continuous Improvement

ANZ doesn’t view its recruitment model as a one-time overhaul—it’s an evolving process. Regular retrospectives after each campaign ensure the team can:

• Celebrate what worked well

• Pinpoint areas needing improvement

• Experiment with new ideas and tools

This commitment to ongoing learning ensures ANZ stays responsive to changes in the market and maintains its competitive edge in attracting top talent.

Final Thoughts: Rethinking Recruitment for a New Era

ANZ’s innovative, degree-agnostic recruitment strategy offers a compelling roadmap for organisations seeking to future-proof their talent acquisition efforts. By shifting the focus from traditional qualifications to skills, potential, and fit, companies can unlock new talent pipelines, foster inclusive cultures, and drive better long-term outcomes.

“It’s about changing the conversation around who can enter our programmes,” Kristy emphasised.

For recruiters and HR leaders, the call to action is clear: reassess your current frameworks, embrace holistic assessments, and champion diversity—not just in policy, but in practice. The future of recruitment is not about ticking boxes—it’s about uncovering potential.

🎥 Watch the Full Episode Here 

🎙️🎧 Listen to the Podcast Here