The use of AI in job applications raises questions about its impact on hiring chances. Many graduates, including Tom, a 22-year-old from Maidstone, report using AI tools to assist with CVs and cover letters during their job search. Tom applied for over 200 jobs before securing a position as a restaurant manager, describing the process as exhausting and demoralizing. He noted the hypocrisy in companies discouraging AI use while employing it in their own applicant screening processes.
A survey by the Institute of Student Employers (ISE) of 155 major UK graduate employers indicated a growing acceptance of AI in certain recruitment stages, particularly for writing cover letters and CVs. However, 92% of employers reported encountering AI misconduct in the selection process, an increase from 85% the previous year. Misconduct often involved using AI during online interviews or assessments.
Stephen Isherwood, joint chief executive of the ISE, commented that the prevalence of AI is increasing competition among students in the job market. Hollie Moody, head of early careers recruitment at EDF, acknowledged the brutal nature of the current job market and the role of AI in increasing application numbers, as EDF received 12,000 applications for its graduate scheme, a 10% rise from the previous year.
Moody emphasized the uneven playing field created by varying levels of AI use among candidates, leading EDF to issue guidelines on appropriate AI usage and to implement AI-proof recruitment processes. Despite this, some candidates still attempt to circumvent the rules, particularly in video interviews, leading to scripted responses.
A trainee accountant, who preferred to remain anonymous, shared that he used AI for researching roles and preparing for interviews but refrained from using it to cheat on assessments. He noted that the pressure to compete can drive some candidates to misuse AI. The ISE reported that the graduate job market is stabilizing but remains competitive, with an average of 141 applications per graduate role. While only 16% of surveyed employers currently use AI for screening, over half plan to adopt it due to high application volumes. Moody expressed that while AI may become necessary for screening, it cannot replace the need for authenticity and personality in candidates.