Talk of the rise of AI usage in applications has completely dominated the early careers space over the past year and into this recruitment season. And while some employers still feel on the backfoot as they work through their approach to this, Gen Z is getting ever more proficient in the tools.
Watch the video at the bottom of this page to hear their conversation about the Gen Z perspective on using AI in applications as Mohamed and Oscar agree that there’s a right way – and a wrong way – for students to be using AI to support a strong submission.
Our advice to employers
If your head is still in the sand, now’s the time to get it out: our research shows 58% of Gen Z are already using AI in job applications, and we predict this will increase quickly. Therefore, it's vital to tackle the topic head-on to account for this huge shift and get your stance sorted.
Be clear and communicative: many employers choose to avoid mentioning AI in their application guidance, but clarity is needed. Tell candidates upfront how and when they should or should not use GenAI, and why! This positions your brand as tech-enabled. It also demonstrates that you want candidates to reach their full potential in your process. If they understand why, they’re more likely to follow your guidance.
Provide AI upskilling: you can support good AI usage by providing guidance on how it can used as a helpful tool, such as to structure and proof thoughts for a CV, to get advice on how to prepare for the different assessment stages or to support with refining and articulating their own ideas for an interview.
Give clear examples: Show candidates exactly what you mean by good and bad AI usage. Give them clear examples of what this looks like in your organisation to help them navigate the process successfully.
Think inclusively: AI can be a leveller when used correctly for applications and for screening. But be wary of the risks to your diversity and inclusion efforts. Some students have access to paid tools which offer an unfair advantage and AI models have been known to create bias in their screening. It's key to understand that AI isn't a silver bullet for fair and inclusive hiring and must be combined with human intervention and targeted, multi-level diversity strategies to truly shine.
Manage your messaging around how you use AI in your screening: our members have told us they are nervous about AI being used to screen them out. By being transparent and clear about how applications are screened and where AI is used, you can instill confidence in students who will, in turn, perceive your organization as fair and more inclusive.
It’s not all about AI: as Wiser reminded us at our recent Illuminate Conference, when striving to appeal to a digital native audience that spend so much time online and using AI, the differentiation for choosing your organisation could easily be the feeling they have when they meet recruiters. They want real connection, and insight into the workplace culture. Don’t forget to keep investing in this while you start working on adopting and embracing AI usage.
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.