Graduate recruitment remains a challenge for employers, as student work readiness is a major concern. The surge of AI-led applications can overwhelm HR teams and often result in poor quality.
According to ISE’s recent Student Development Survey around half of employers worry that graduates (48%) or school and college leavers (52%) are misrepresenting themselves by using AI in the selection process.
AI is becoming a central part of graduate recruitment. Organisations are integrating AI into processes such as psychometric assessments and screening candidates. Benefits include improved productivity, data handling and efficiency. How can you be sure that you are still recruiting the best candidates in your rush to optimize and accelerate recruitment?
Pre-application is the first step
Talent attraction begins long before the application stage. ISE’s study shows that in 2023, over 1.2 millions applications were made for fewer than 17 000 graduate positions – a 59% rise from the year before. AI was widely used to speed up and scale the applications, which is a major factor.
It is therefore important to establish relationships with candidates long before the application period opens.
Employers who invest in engaging, thoughtful on-campus activations have seen great success. Included are interactive activities, brand collaborations and promotional events. Students can ask questions and experience your culture on campus.
These engagements not only increase trust and visibility but also reduce the number of applications that are withdrawn. Students who feel connected to your organization are more likely to apply and remain committed.
Communicate your employer value proposition clearly
A strong employer brand, along with a clearly defined EVP (employer value proposition), is the key to cutting through the noise. Visibility is important, but it’s more important to make your message relevant to those you are trying to attract. Make sure candidates know why they should choose you over other organisations.
A successful attraction campaign can influence the perception of your organization beyond salary, work-life or office benefits. Gen Z is influenced by factors such as wellbeing, ESG, and purpose.
Self-deselection: The power to choose yourself
Encouragement of candidates to deselect themselves can improve the fit for a job and retention over time. This is a natural extension to a strong brand and engagement before the application.
AI allows candidates to take a scattergun strategy more easily than ever before. The same person who might have previously applied to five carefully selected roles can now do so with little effort. Self-deselection allows students to focus their efforts.
This starts again on campus. Candidate’s often realize quickly, through brand or event interactions, that a particular company is not the best fit for them. This is not necessarily a bad thing. If your communication platforms (on campus and online) express clearly your culture, your values, and your expectations, unmatched candidates will filter themselves out regardless of how simple AI makes the application process.
AI: Embrace its positive potential
AI is more than a tool. It’s also a set of skills. When you incorporate it into your process, pay attention to how candidates use it. You can test and assess candidates’ AI skills. Show that you are open to the appropriate use of AI and ensure consistent standards.
You should have an AI policy for recruitment. It should be used to guide usage, assist in decision-making, ensure that reasonable adjustments are made, and aligned with the values of your organisation.
Make sure the experience of candidates is human
To attract committed and engaged graduates, you need to strike the right balance between automation and human interaction. Before the offer is made, relationships are important.
Candidates feel more invested when they are able to connect with people. These interactions, whether it is a genuine chat at a campus gathering or a prompt reply from a recruiting team, shape the way graduates view your company. Although technology can be fast and scaled up, it is people who create the relationships that lead long-term successful hires.
