Artificial intelligence is rapidly transforming recruitment across the UK, but the trust gap between employers and candidates is widening as both employers and candidates become more reliant on technology during the recruitment process.
A new Omni RMS survey of 739 UK candidates reveals that almost half of job seekers are now using AI tools when applying for jobs, and some employers are also using automated recruitment technology. However, despite its widespread use, many candidates remain wary of AI-driven hiring decisions, highlighting the need for greater transparency and human oversight.
Introduction of AI on both sides
According to the research, 47% of UK candidates have used an AI tool in their job search, primarily to tailor their CV, draft answers and prepare for interviews. Meanwhile, 34% of job seekers reported experiencing the use of AI by employers during the hiring process.
Hiring by employers is also booming. According to the CIPD Resource and Talent Planning Survey 2024, supported by Omni RMS, 78% of organizations will increase their use of recruitment technology in 2023, with 31% now using AI or machine learning in recruitment, up from just 16% in 2022.
Among organizations already using AI, 66% reported increased recruiting efficiency, 62% reported increased availability of workforce planning data, and 59% reported improved performance for their talent sourcing teams. Despite these benefits, nearly a quarter (23%) of organizations seek to monitor or restrict candidates’ use of generated AI, highlighting growing concerns around trust and candidate evaluation.
At the same time, labor market challenges persist. 84% of organizations attempted to fill vacancies in 2023, but nearly two-thirds (64%) reported difficulty attracting suitable candidates.
The growing trust gap
Although AI adoption continues to increase, trust in AI-driven adoption remains limited. The study found that 42% of candidates trust human-driven recruitment processes more than AI-assisted ones, suggesting that technology alone cannot replace the value of human interaction in recruitment.
Candidates identify human oversight as the most important factor in building trust in AI-assisted hiring, with 33% saying it is essential. A clear explanation of how AI will be used was considered important by 26% of respondents, and 17% highlighted the need for greater transparency around how data is processed. These findings suggest that while candidates are comfortable using AI to support their applications, they should be cautious when employers rely too heavily on automated decision-making.
Generational disparity in attitudes towards AI
The survey also revealed a generational gap in attitudes towards AI in hiring. Gen Z candidates between the ages of 17 and 25 are most likely to decline a job application if they believe AI is being overused, with 36% saying they would consider doing so. However, this group also reported the highest personal use of AI tools, with 57% using AI in applications, highlighting conflicting expectations.
Older generations showed greater generosity, especially when invested in a role or organization. More than half of candidates aged 56-65 said their reactions to AI abuse vary by role and organization, while 35% of candidates aged 46-55 and 36% of candidates aged 36-45 also held the same view. Across all age groups, a significant proportion of candidates are unsure about how the use of AI will impact their decisions, suggesting that attitudes towards recruitment technology are still evolving.
Traditional factors still drive job searches
Despite the growing influence of AI, traditional factors still dominate candidate decision-making. For 49% of candidates, pay and benefits are the most important factor when looking for a new role, closely followed by flexible working at 41%. Hybrid or remote work options were important to 29% of candidates, and 28% prioritized career development opportunities.
Flexible working is now much more important than ever before. Omni RMS’ 2023 Modern Candidate Report found that only 30% of candidates prioritized flexible working, compared to 41% in the latest survey, suggesting post-pandemic workplace expectations are having a lasting impact.
Candidates also highlighted their dissatisfaction with the hiring process. Almost half (49%) cited the lengthy application process as the main deterrent, and 46% cited a lack of communication. More than a third, 34%, reported difficulty finding roles that are relevant to their skills and career goals. These findings suggest that while AI has the potential to improve efficiency, lack of candidate experience remains a major barrier to attracting talent.
Candidates embrace AI, but with caution
Among candidates using AI, 51% said they only use the tool to improve or adjust their resume. However, candidates expressed concern about employers relying too much on automation, especially when there is limited transparency and human involvement.
Interestingly, 46% of candidates believe that AI will improve the recruiting experience in the coming years, expressing cautious optimism about the role of technology in recruiting. More than half (56%) of respondents said an honest job description, including clear salary information and role expectations, increases trust in an employer. Providing feedback throughout the process and simplifying the application were also highlighted as ways to improve the candidate experience.
Legal and ethical considerations
The importance of transparency is also reflected in new legal risks. A landmark case filed in the US in 2023, Mobley v. Workday, Inc., claimed that AI screening tools discriminated against job applicants and raised concerns about compliance with employment and equality laws.
This case highlights the need for organizations to carefully vet third-party providers while ensuring that AI tools are fair, accountable, and compliant with the law, as liability may ultimately lie with the employer rather than the technology vendor.
Balancing efficiency and human judgment
Omni RMS managing director Louise Shaw said the study highlights the importance of balancing automation and human interaction.
“The 2026 survey results reflect what we are seeing across the recruitment market: AI is being used by both organizations and candidates,” she said.
“Technology is improving efficiency and streamlining processes, but it is also changing candidate expectations. Candidates are comfortable using AI to support their applications, but employers become more cautious when they rely too much on automated decision-making. This poses a challenge for organizations.”
Shaw also noted that organizations are starting to rethink how they evaluate.
“Traditional selection methods were designed to measure logical reasoning and analytical skills, but modern AI systems can now do these very well. Recruitment processes must increasingly focus on uniquely human skills such as judgment, creativity, ethical decision-making, and collaboration.”
She added that a candidate’s experience remains important.
“AI should be seen as an enabler, not a replacement for human interaction. Organizations that maintain meaningful touchpoints with humans and clearly communicate how to use AI are far more likely to build trust and retain the talent they need.”
Build trust in the AI-powered job market
This research suggests that the adoption of AI in recruitment will continue to grow, but organizations need to carefully manage how they deploy the technology. Especially as competition for talent remains fierce and candidate expectations continue to evolve, striking the right balance between automation, transparency, and human engagement is essential to maintaining candidate trust.
For more information, check out Omni RMS’ AI in Recruitment 2026 Candidate Experience Report.
