How is AI being used as part of recruitment processes?
We know that Artificial Intelligence (AI) is a powerful tool and can support the development of your job applications, as well as assisting you with preparation for interviews. It’s not only you, as the candidate, however, who will benefit from use of this new technology. Employers have been making use of AI in different ways to support their recruitment practices for a number of years now. As AI advances, so too will recruiters’ adoption of new techniques to assess and select their candidates.
Read our guide to increase your awareness of how AI can be used as part of recruitment processes to assist both applicants and employers.
The employer/recruiter perspective
The Institute for Student Employers (ISE), through their recruitment survey in 2024, found that 21% of employers were utilising AI in selection and assessment, which was a significant increase from 9% in 2022. 81% of those employers indicated that AI enhanced efficiency in the recruitment process, and therefore the ISE is expecting further growth in the number of employers adopting AI tools to recruit staff across 2025 and into 2026.
Some examples of the ways employers are commonly using AI to assist them with the recruitment and selection process include:
Screening candidates: Employers and recruiters are utilising AI software to scan applications, including CVs, cover letters and supporting statements for keywords and terminology linked to the job description, person specification, and the company/organisation.
Candidate top tip:As a candidate, it is essential that you are tailoring your content – including as part of your CV – for each application you make, paying close attention to what the employer is looking for through the role advert, description and, most importantly, the specification.
First-round/screening interviews: Increasingly, organisations are investing in software packages that provide access to AI chatbots or video interview programmes that are utilised during their initial stages. This technology can identify and analyse keywords and skills through candidates’ online responses.
Candidate top tip:Make sure you prepare by familiarising yourself with common interview questions and techniques. If your first interview is taking place online, be prepared to face a blank screen, rather than an interview panel. Also, ensure you thoroughly review any information provided about this initial process, including device compatibility, time limits, and how to access and utilise their chosen software. Many employers will provide you with contact details of their technical team if any issues arise.
Further assessments: Employers might also use AI during assessments to evaluate and score your performance. This could include through psychometric testing, e-tray exercises, and/or generating suitable written or group tasks during in-person assessment centres.
Candidate top tip: Make sure you thoroughly review any information and guidance provided by the employer about the assessments you are due to complete – either online or in-person. They may offer access to practice tests to help you to familiarise yourself with the process. You can also source practice opportunities online, but be mindful of any potential costs.
The candidate perspective
From supporting your initial job search, to understanding more about the role and organisation, and from producing strong, tailored applications to preparing for interviews, AI is an essential tool for candidates in our modern, technologically-driven world. We have outlined some potential ways you can look to utilise AI to your advantage as a candidate below:
Generating initial career ideas: If you are clear you want to make a career change, or you are considering a potential change in focus and direction, there are AI-powered tools that can suggest ideas that align with your skills, interests, and values. This provides a valuable opportunity to make sure your ongoing job search produces roles that align with what you are looking for in a future position and organisation.
Summarising job descriptions: Once you have got your job search underway and have started to review opportunities, AI can also be helpful when it comes to summarising job descriptions. This can increase your own understanding of the core responsibilities and requirements of a role, enabling you to produce better, tailored applications, highlighting relevant aspects of your experience, skills, behaviours and attributes.
Generating a suggested structure for your application: AI can provide an initial structure or template for different aspects of application processes, including CVs, cover letters, and personal statements; assisting you in organising your thoughts. You can also type key information, such as essential skills and experience into online AI tools to help you further refine and tailor your overall application.
Create example questions for interview preparation: Make sure you keep hold of the job description and person specification for positions you have applied to as they can come in handy for future interview preparation. This information can also be inputted through AI tools to generate example questions aligned with the role. There are also examples of mock interview simulators, which use AI technology to pose common interview questions and provide feedback to enhance future performance. This practice could be essential to improve both your confidence and future interview performance.
Provide feedback and proof-read your content: You also have the opportunity to input your application content through AI to receive final feedback, including highlighting any issues with spelling or grammar. Do ensure it is checking for the correct spelling for the country in which you are making your application, e.g., British English spelling or American English spelling.
Effective use of AI when applying for jobs
It is clear to see from the opportunities we have outlined above why utilising AI to enhance your applications and preparation for interviews is attractive, but it is important to be mindful of the potential drawbacks.
Whilst large employers may be drawing on AI to initially scan applications, small to medium organisations are less likely to invest in pricey software packages. With this in mind, it remains essential that your authentic voice is still captured through your writing. You will need to avoid impersonal and generic applications. Remember, generative AI still lacks the human ability to produce nuanced content that will truly reflect your individual personality. Therefore, it is essential to not solely rely on the results of AI when generating content for your applications.
Overall, by ensuring a balance of AI input with your own, personal effort, you will be able to manage the recruitment process more effectively and increase your chances of securing a role that plays to your own skills, strengths and experience.
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