AI Use in Job Applications Creates Ethical Dilemmas for Graduates and Employers

Graduates are increasingly turning to artificial intelligence to navigate the competitive job market, leading to a complex ethical landscape for both applicants and employers. While AI can help streamline the application process, its use raises questions about authenticity and fairness.

Tom, a recent geography graduate, shared that AI was instrumental in his job search, helping him craft CVs and cover letters, and identify key terms for early screening processes. He applied for over 200 jobs before securing a restaurant manager position. "Employers want you to put your absolute best into the application, but if I'm applying for 10 to 20 jobs in a day, the reality is you can't do that," he explained.

Tom also noted a perceived hypocrisy, stating that it felt "weird" when companies asked candidates not to use AI, while some firms themselves employed AI for screening applicants. He highlighted the paradox: "You can't use AI too much because otherwise you're not human. But if you don't write like an AI, you may get skipped by the AI screening."

More Competition for Students

A survey by the Institute of Student Employers (ISE) indicated that UK employers are becoming more accepting of AI in recruitment, particularly for tasks like writing CVs and cover letters, and completing application questions. However, the survey also revealed a significant rise in suspected AI misconduct, with 92% of employers encountering or suspecting its misuse, up from 85% the previous year. Common areas of concern include using AI as a real-time assistant during video interviews or to complete online assessments.

The use of AI has also fueled a "spray and pray" approach, where candidates use the technology to generate multiple applications simultaneously. This trend is intensifying competition and pressure on students in an already challenging graduate recruitment market, according to the ISE.

It's Not a Level Playing Field

Hollie Moody, head of early careers recruitment at EDF, acknowledged the pressures faced by graduates but expressed concerns about the widening gap. "What we don't have is a level playing field, because what you'll find is that some candidates will absolutely use AI throughout the whole process, and other candidates won't," she stated.

EDF experienced a surge in applications for its graduate recruitment scheme, receiving 12,000 applications – a 10% increase from the previous year, which Moody attributes partly to AI. The company now provides guidance on appropriate AI use and is working to make its recruitment process more resistant to AI assistance. EDF focuses on skills and behavior-based assessments and video interviews in later stages, as well as reviewing CVs only in the final phases.

Despite these measures, some applicants still attempt to leverage AI during interviews, leading to similar-sounding answers or noticeable pauses as they consult AI for responses. "It's almost like people are reading a script," Moody observed.

A recently employed trainee accountant, who used AI for research, CV refinement, and practice questions but not for assessments, reported that peers have used AI more extensively out of desperation. "I know people who have applied for 100 jobs and after a while they become desperate. If they see everyone else is using AI, they think how can I compete?"

While the graduate market has stabilized, it remains competitive, with an average of 141 applications per graduate role. Although only 16% of employers currently use AI for screening, over half plan to implement it due to application volume. EDF, while not currently using AI screening, may consider it in the future. Moody described the situation as a "moral dilemma" that requires ongoing consideration, emphasizing that AI cannot replace the essential qualities of authenticity, personality, and diversity of thought that EDF seeks in its new recruits.