In the video below, Mohamed Ali, an avid Gen Z user of AI, with Oscar Sadler, Head of Client Strategy at Wiser, dive into the concerns many employers have about AI usage in applications.
They explore how AI can actually make it harder for students to stand out in the hiring process and discuss the challenge of increasing application volumes – something both employers and students are feeling.
Watch the video at the bottom of this page to hear their conversation which touches on the risks of bias and access in AI. While AI can be a great equalizer, there’s a real danger of it setting back diversity and inclusion efforts if not used carefully.
Our advice to employers
Help students stand out in AI-driven applications: one of the biggest challenges with AI is the similarity in responses. Many students aren’t aware of the "right" way to use AI to enhance their applications. This is a key opportunity for employers to guide Gen Z on effective AI usage. If employers start offering this kind of support, it can benefit both sides by improving the quality of applications and making the hiring process more efficient.
Consider building an AI learning module: take it a step further by creating tailored training for students, like an AI upskilling module. This not only helps tackle the issue of similar answers but also strengthens your employer value proposition.
Use AI to learn about AI: as funny as it sounds, asking the AI tools themselves for more information is an easy way to get more people in your team upskilled in AI. The more your team knows about AI, the better equipped you’ll be to leverage it effectively and to understand how students are using.
Consider access disparities: not all students have equal access to AI tools. Some are paying for advanced versions, which can pass tests at higher rates than basic versions, giving them an unfair advantage. And if a bot is able to ace your assessments, it might be time to rethink their longevity.
Adapt your assessment processes: design assessments that level the playing field, making it harder to gain an unfair advantage using AI. Consider incorporating more in-person elements and rethink your screening methods to better protect against unfair AI-driven shortcuts.
Think strategically and long-term: where you’re not seeing the results you want, challenge your test providers to innovate and adapt. We know big changes in your processes can’t happen overnight, but a forward-thinking approach will get you there in the long run.
Remember, students are feeling the pressure too: the job market feels increasingly competitive for Gen Z. Is there anything you can do to better support and reassure Gen Z in this challenging landscape?
Watch the full video below
Want to talk more about AI and your employer brand? We’re here to support. Reach out to your Account Manager or email us.