Recent graduates are turning to artificial intelligence tools to support their job search efforts, particularly when submitting large numbers of applications simultaneously. A 22-year-old geography graduate from Maidstone reported applying to over 200 positions before securing employment as a restaurant manager, describing the process as exhausting and demoralizing. He utilized AI to assist with cover letters, CVs, and identifying relevant keywords that automated screening systems recognize, though he refrained from using the technology during assessments or interviews.
A survey conducted by the Institute of Student Employers this summer examined practices at 155 major UK graduate recruiters. The research revealed that employers have grown more receptive to candidates using AI at certain stages of the hiring process, with cover letter and CV writing being the most widely accepted applications. Despite this growing acceptance, 92% of employers reported encountering or suspecting AI misconduct in recruitment—a rise from 85% the previous year. The most problematic uses involved deploying AI as a real-time tool during video interviews or for completing online assessments.
The prevalence of AI-assisted applications is contributing to what industry professionals call the “spray and pray” approach, where candidates submit dozens of applications using AI-generated or AI-enhanced materials. This trend has intensified competition in an already challenging graduate job market. Energy company EDF closed its graduate recruitment scheme three weeks after opening it, having received 12,000 applications—a 10% increase year-over-year. Leadership at EDF attributed this surge partially to AI-enabled mass application strategies.
Employers are implementing various countermeasures to assess candidates more authentically. EDF now delays reviewing CVs until later hiring stages and employs skills-based and behavior-focused assessments alongside video interviews designed to detect scripted or AI-generated responses. However, some candidates continue attempting to circumvent these measures during interviews. Despite these challenges, recruiters emphasize that AI cannot replicate the qualities they seek, such as authenticity, personality, and diverse thinking. Currently, only 16% of surveyed employers use AI for candidate screening, though more than half indicate they may adopt such systems in response to application volume.
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