For the last year or so, Goldman Sachs has been selling itself as a technology company. The 146-year-old investment bank rarely misses the chance to tell any audience that a third of its employees are now engineers, and that tech is at the heart of everything it does, including recruiting.
"What we are doing in recruiting is evolutionary, not revolutionary," said Edith Cooper, executive vice president and global head of human capital management.
Two years ago, Goldman started thinking about recruiting in the digital age, looking beyond on-campus visits, alumni networks and the initial one-person review of a candidate's resume.
The changes implemented since then mean Goldman now pursues students from a wider pool of colleges. It is using targeted ads and recruiting messages to attract key segments of the student population, all in an effort to make sure the incoming class of analysts has the right mix of diversity.
It is also using technology to mine the thousands of online resumes submitted each year to the firm, looking for key words, accomplishments and experiences that are similar to those used by successful Goldman hires.
"The online resume has created a database of experience," Cooper said. "We are looking at ways to leverage technology to get the right people."