Tom, graduates, recruiters

A growing number of jobseekers are turning to artificial intelligence (AI) to aid them in their job search, with many employers welcoming this trend as long as it's used within reason.

Graduates and recruiters alike confirm that AI is increasingly being employed to help with applications, including writing CVs and cover letters. However, the question remains: when does reliance on AI become unacceptable or even cheating?

For Tom, a 22-year-old geography graduate from Maidstone, the job application process was an exhausting and demoralising experience. He applied for over 200 jobs before finally landing a role last month as a restaurant manager.

Tom credits AI with helping him get through the grueling process, particularly in terms of crafting effective cover letters and CVs that would catch the eye of early stage screening in recruitment processes.

The use of AI in job applications has raised questions about its role in the hiring process. Some argue that it's hypocritical for companies to ask candidates not to use AI when they themselves are using it to screen applicants.

This sentiment is echoed by those who feel like they're walking a tightrope when it comes to using AI in their job search. On one hand, overusing AI can make them appear less human, but on the other, failing to write in an AI-like style may result in being overlooked by automated screening systems.

A recent survey conducted by the Institute of Student Employers found that many large graduate employers are becoming more accepting of AI use during recruitment. While some 92% of respondents reported encountering or suspecting AI "misconduct in the job selection process, they also acknowledged its utility in specific areas such as writing cover letters and CVs.

The ISE's findings suggest that while some employers are embracing AI-assisted applications, others are concerned about its impact on the recruitment market. This is particularly evident in the case of online video interviews and assessments, where AI use has become a common occurrence.

According to Stephen Isherwood, joint chief executive of the ISE, the increasing reliance on AI is driving up competition and pressure on students in an already highly competitive graduate recruitment market.

The increasing use of artificial intelligence (AI) in job applications is causing concerns among employers, who feel it's creating an uneven playing field for candidates.

EDF Energy recently closed its graduate recruitment scheme after receiving a record 12,000 applications, a 10% increase from last year. This surge in interest was partly due to the use of AI tools that help applicants tailor their resumes and prepare for interviews. As a result, some employers are now questioning whether it's fair for jobseekers to use these technologies.

EDF's head of early careers recruitment has acknowledged that many graduates feel pressure to utilize AI in their applications, given the highly competitive nature of the jobs market. However, she believes this trend is becoming a problem and is affecting the integrity of the hiring process. To mitigate this issue, EDF issues guidelines on the proper use of AI in job applications.

The company has also implemented measures to reduce the reliance on AI in its recruitment process. For instance, it only reviews CVs towards the end of the selection process and uses skills-based assessments and video interviews to evaluate candidates' abilities. Despite these efforts, some applicants continue to try to exploit loopholes, particularly during video interviews, where they may attempt to use AI-generated responses.

The use of AI-generated answers in job interviews is becoming increasingly common, with some applicants using the technology to cheat on assessments and others relying on it as a crutch.

Several individuals who have used AI tools for job applications report that their responses often sound identical or are delayed while they wait for the AI to generate an answer. This has led some to describe the experience as almost like people are reading a script.

The reliance on AI-generated answers may stem from desperation, especially among those who have applied for numerous jobs and feel overwhelmed by the competition. According to one individual, applicants who see others using AI in their applications may feel compelled to follow suit.

With graduate roles attracting an average of 141 applications each, according to the ISE, the pressure to stand out is intense. This has created a situation where some jobseekers are turning to AI as a means of survival, rather than as a tool for genuine self-improvement.

The use of AI in job screening has become increasingly common, with a significant number of employers planning to introduce it due to the high volume of applications they receive.

EDF is one company that has not yet adopted AI screening, but its HR manager Hollie Moody acknowledges that this may be necessary in the future. She describes the use of AI in job applications as a moral dilemma" that will continue to pose challenges for both employers and employees.