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.
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.
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.
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.
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.
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.