Young job seekers are increasingly using artificial intelligence in the recruitment process, a study has found.
According to Jisc Perspectives, three-quarters (73%) of students and graduates are using AI at some stage in their application process, up from 55% last year. 2026 Early Career Survey Out of approximately 5,000 respondents.
The most common use of AI was to edit resumes and cover letters (57%), followed by interview preparation (47%). Almost half (46%) used it to write a resume or cover letter, and 33% used it to answer questions on an application.
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Despite the growing number of candidates using AI, a third (35%) of respondents said AI has reduced their career opportunities, rising to 44% of graduates.
Chris Rea, early career expert at Jisc’s Prospects, warned of an “widening doom loop” where candidates use AI to help them find jobs, but at the same time feel threatened by the impact on their career prospects.
“Our findings show that trust in digital, even among younger generations, cannot be taken for granted. It is important to support students in developing professional AI skills to remain optimistic as they navigate a rapidly changing labor market,” he said.
The research comes as the government announced new AI-powered tools for the unemployed to help them find suitable work, build their resumes and get jobs.
The AI assistant, which will be on trial for three months, will create resumes for job seekers, as well as provide guidance on applications and career development.
Speaking on BBC Radio 4 today The programme’s skills minister, Jackie Smith, described the AI technology tool as a “jobcentre in your pocket”, adding that young people on Universal Credit would still be able to access face-to-face advice.
Large number of applications from graduates
Prospects at Jisc’s research also revealed that entry-level job seekers face many challenges.
One in five (20%) recent graduates, and 16% of all graduates, said they had applied for more than 100 jobs.
The high volume of applications poses a challenge for employers. Victoria Asher, chief executive of communications agency Ginger May, said her company had received more than 2,000 applications for graduate positions.
“When I reviewed my cover letters, I found they were almost the same. When I see an AI cover letter, it goes straight to the trash. The best way to stand out is to write your own,” she added.
The survey also found that many candidates are skeptical about AI in recruitment. Although many job seekers used the technology themselves, 89% said they felt it was unfair to employers to use AI for live online interviews, 83% for online recorded interviews, and 62% for resume screening.
Annamarie Chand, head of talent acquisition at accounting and advisory firm MHA, said the disconnect reflects a “serious lack of trust”.
He argued that companies need to be transparent about how AI is used during recruitment and provide guidance on what constitutes acceptable use by candidates.
“AI needs to be used in conjunction with critical thinking and human judgment, and that applies not only to applicants but also to companies,” she said.
in Another study from Henley Business SchoolThrough the World of Work Institute, 6 in 10 employees said their employer either didn’t have an AI policy or was unaware of one. Of the 2,900 workers surveyed, 60% said they would be more likely to use AI in the workplace if they received training.
Luisa Copsey, recruitment specialist at Taylor Rose, said the data showed a lack of transparency on both sides, adding: “It makes a strong case for greater transparency for both employers and candidates about how AI is used in recruitment.”
Need clear AI guidance
Copsey added that organizations need to provide clear guidance on the use of AI in applications and prioritize “credibility, skills and critical thinking” in hiring.
Matthew Adams, director of organizational development at technology skills development platform Pluralsight, said HR leaders need to validate candidates’ AI skills rather than relying on candidates’ claims.
“Incorporating pre-employment assessments as a standard will bring benefits to your recruiting efforts. AI is evolving every day, and the skills that organizations are hiring today can quickly become obsolete,” he said.
“Hiring according to potential and desire to learn will better support young people and benefit businesses in the long term.”
For more information on using AI as an HR professional, visit CIPD’s topic page.
