Recruiters across the United Kingdom are increasingly detecting candidates using artificial intelligence applications during job interviews without disclosure, according to findings from the Institute of Student Employers. The practice has emerged as the most prevalent form of misconduct during graduate hiring processes, surpassing other forms of dishonesty in recruitment activities.
The ISE, which represents major UK employers including Marks & Spencer, Rolls-Royce, and Accenture, documented that 92% of surveyed employers either suspected or confirmed misconduct during assessment and selection procedures. This represented a significant increase from 85% in the prior year and 78% two years prior. Among the documented violations, 66% of respondents reported instances where graduates misused AI during interviews. Additional misuse included candidates employing AI to complete online assessments at 47%, with smaller percentages using the technology for application questions, CVs, and cover letters.
Recruitement professionals noted that AI usage in interviews typically becomes apparent through observable patterns. Candidates relying on real-time AI assistance often display delays in responding, use filler phrases while awaiting generated suggestions, and employ unusually formal or stilted language that lacks natural conversational flow. Some recruiters have adopted policies to terminate interviews when such behavior is detected, characterizing the practice as cheating.
Despite the rising instances of AI misuse, the ISE survey indicated that artificial intelligence has not substantially impacted graduate hiring levels thus far. The graduate jobs market stabilized during 2026 after declining 8% in the previous year, with a 4% increase recorded in 2026 and a projected 7% rise anticipated over the following 12 months. However, variation existed among employers, with 40% reducing graduate recruitment while 45% increased hiring and 15% maintained existing levels. Industry leaders attributed hiring reductions to broader economic uncertainty rather than AI-related workforce automation concerns, positioning potential AI disruption to graduate employment as a consideration for the medium-term future.
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