As student work readiness remains a concern for employers – and the surge in AI-led applications overwhelms HR teams with volume while often underdelivering in quality – effective graduate recruitment continues to be a significant challenge.
According to ISE’s recent Student Development Survey, around half of employers are concerned that graduates (48%) and school and college leavers (52%) are misrepresenting their abilities by using AI during the selection process.
We’re seeing AI play an increasingly central role in graduate recruitment, with organisations integrating it into processes like psychometric assessments and candidate screening. The benefits are clear: improved efficiency, better data handling, and enhanced productivity. But in the rush to optimise and accelerate recruitment, how can you ensure you’re still hiring the right candidates?
Start with your pre-application strategy
Effective talent attraction starts well before the application phase. ISE’s research shows that over 1.2 million applications were submitted for fewer than 17,000 graduate roles in 2023 – a 59% increase from the previous year. The widespread use of AI to speed up and scale applications was a major contributor.
This makes it vital to build your employer brand and establish early relationships with potential hires – long before applications open.
We’ve seen real success from employers investing in thoughtful, engaging on-campus activations. These include interactive activities, promotional events and brand collaborations. On-campus initiatives give students the opportunity to ask questions, experience your culture, and understand your values.
Beyond boosting trust and visibility, these engagements also reduce application reneges. When students feel a real connection to your organisation, they’re more likely to submit genuine applications and stay committed to the process.
Communicate your employer value proposition clearly
Cutting through the noise means having a strong employer brand and a clearly defined employer value proposition (EVP). Visibility matters – but what matters more is making your message meaningful, especially to the talent you want to attract. Help candidates understand why they should choose your organisation over another.
An effective attraction campaign shapes how your organisation is perceived beyond pay, work-life balance or office perks. For Gen Z especially, factors like wellbeing, ESG and purpose play a big role.
The power of self-deselection
Encouraging candidates to self-deselect can improve job-fit and long-term retention. It’s a natural extension of strong branding and pre-application engagement.
AI makes it easier than ever for candidates to adopt a scattergun approach. Where someone might have applied for five well-chosen roles in the past, they can now apply to 25 with minimal effort. Supporting self-deselection helps students focus their efforts more intentionally.
Again, this starts on campus. Candidates often realise quickly – through events or brand interactions – that a company isn’t the right fit for them. That’s not a bad thing. When your communications platforms (on campus or online) clearly express your culture, values and expectations, mismatched candidates will naturally filter themselves out, regardless of how easy AI makes applying.
Embrace AI’s positive potential
AI isn’t just a tool – it’s a skill set. As you integrate it into your processes, look at how candidates are using it as part of theirs. Test and assess their AI skills, show that you’re open to its appropriate use, and apply consistent standards across the board.
Make sure you have a formalised AI policy in place for recruitment. It should guide usage, support decision-making, ensure compliance with reasonable adjustments, and align with your organisational values.
Ensure the candidate experience stays human
Attracting committed, engaged graduates means getting the balance right between automation and real human interaction. Relationships matter – long before the offer stage.
Human touchpoints help candidates feel invested. Whether it’s a genuine conversation at a campus event or a timely reply from a recruiter, these interactions shape how graduates feel about your company. While technology offers scale and speed, it’s people who build the relationships that lead to successful long-term hires.
