The use of AI in job applications has raised questions about its impact on hiring chances. Many job seekers, including graduates, are increasingly utilizing AI tools to assist with CVs, cover letters, and online assessments, with some employers expressing acceptance of this practice. However, concerns arise regarding the ethical implications of AI use in recruitment processes.
Tom, a 22-year-old graduate from Maidstone, reported applying for over 200 jobs before securing a position as a restaurant manager. He described the application process as exhausting and demoralizing, stating that AI assistance was crucial for him. He noted that it seems hypocritical for companies to discourage AI use when they may employ it themselves for screening applicants.
Tom refrained from using AI during assessments or interviews but utilized it for crafting cover letters and CVs, aiming to incorporate effective keywords that automated screening systems often look for.
A survey conducted by the Institute of Student Employers (ISE) among 155 of the UK's largest graduate employers indicated a growing acceptance of AI in recruitment, particularly for writing cover letters and CVs. However, 92% of employers reported encountering or suspecting AI misconduct in the hiring process, an increase from 85% the previous year. This misconduct often involved using AI during online interviews or assessments.
Stephen Isherwood, joint chief executive of the ISE, remarked that the prevalence of AI is intensifying competition and pressure on students in the graduate job market. Hollie Moody, head of early careers recruitment at EDF, acknowledged the brutal nature of the job market and expressed understanding for graduates using AI. However, she also highlighted the challenges it poses, noting that EDF received 12,000 applications for its graduate recruitment scheme, a 10% increase from the previous year, partly attributed to AI usage.
Moody emphasized the lack of a level playing field, as some candidates may rely heavily on AI while others do not. EDF has implemented guidelines for AI use in applications and is working to make its recruitment process less susceptible to AI influence by focusing on skills and behavior-based assessments in later stages.
Despite the rise of AI in applications, Moody stressed the importance of authenticity and personality in candidates. She noted that while AI can assist in the application process, it cannot replace the qualities EDF seeks in new hires.
The ISE reported that the graduate job market has stabilized after a decline last year, but competition remains fierce, with an average of 141 applications per graduate role. While only 16% of surveyed employers currently use AI for candidate screening, more than half plan to adopt it due to the high volume of applications.
Moody indicated that while EDF does not currently use AI screening, it may need to consider it in the future as the landscape of job applications evolves.