Managing the flood of AI-enabled candidates: three pragmatic steps for Early Careers teams
2 in 3 students and graduates now use AI to apply for jobs, write CVs, and tackle psychometric assessments. This rise of AI-enabled candidates has officially shifted the balance of power away from recruiters. And Early Careers teams now face a tsunami of sameness:
- 1000s of identical AI-generated applications
- Everyone scored highly in text-based assessments.
If you want an accurate selection process, and to avoid rerunning assessment centres, how do you sift smarter?
Some teams are turning to AI to fight AI — but this approach isn’t without risks. Is it compliant? Equitable? Will it harm diversity? Without clear answers, teams risk trading one problem for another.
In this practical session, we’ll share three pragmatic steps to adapt your sifting process.
You’ll discover:
- How to pinpoint where automation enhances recruitment — and where it undermines it
- Fresh insights from pioneering Early Careers leaders who’ve already adapted their processes for this new era
- Exactly how candidates are using AI in the recruitment process
Walk away with actionable insights on how to update your recruitment process in a way that works for you and your candidates — without burning yourselves out in the process.
Watch Robert’s full IHR talk here:
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