With AI making it easier to apply for jobs en masse, small early careers teams in particular are feeling the strain. ISE members offer advice.
It’s no secret that early careers teams across industries are facing a steep rise in application volumes. ISE data shows record levels.
So how can lean teams continue to deliver a great candidate experience while maintaining quality and fairness in their selection processes? At this year’s ISE Student Recruitment Conference members got together to discuss solutions to this challenge.
Here are several practical, forward-thinking strategies to help small early careers teams manage the job application surge without burning out.
1. Get real: educate candidates early
One of the most effective ways to reduce unsuitable applications is to be radically transparent from the outset.
Be upfront about what the job really entails - highlight both the highs and the lows. This isn’t about discouraging applicants, but about empowering informed choices.
Many teams are now adding self-selection technology to their application journey. These are interactive tools or videos that help candidates assess their own fit before they apply.
2. Improve education
AI is changing the game, fast. Many students are using tools like ChatGPT or GrammarlyGO to craft their applications, but often without understanding how and when it’s appropriate.
Employers and university career centres can play a role here. Helping students learn how to use AI ethically and strategically (rather than copying and pasting) will benefit everyone involved.
Read more on How to guide candidate use of AI.
3. Keep it human: culture fit matters
While AI can polish grammar and structure, it can’t capture the unique tone, language, and values of every organisation. When students submit dozens of similar applications powered by AI, they often miss the subtle cues that matter most.
Encourage application questions that invite personalisation and reflect your brand’s tone, and help students understand why this matters.
4. Rethink application and assessment design – use technology to your advantage
With so many near-identical questions across employer recruitment efforts, it's easier than ever for candidates to duplicate responses.
To counter this, refresh your application and assessment formats. Use bespoke questions, real-life scenarios, and task-based assessments that reflect the role.
Not only will this slow down mass applications, but it will provide candidates with genuine motivation and capability.
There’s a growing acceptance, particularly among Gen Z, for the use of AI and automation in hiring. An interesting study from the ISE Conference stated that 98% of students said they’d prefer to be screened by AI rather than a human.
Investigate and evaluate new tools that support the front-end screening and filtering of applications. From CV analysis and video interviews to gamified assessments and job-matching AI, the right tech stack, can drastically reduce manual workload.
5. Outsource where it counts
When in-house capacity is stretched, outsourcing elements of the process, especially early-stage sifting, screening and candidate mailboxes, can relieve pressure while maintaining a strong candidate experience.
Specialist partners can bring scalable solutions that flex to match volume spikes.
6. Prioritise conversion over acquisition
Finally, focus on improving conversion rates across your early careers pipeline. Think first year programmes to interns to grads.
Reducing the need to open up large-scale graduate roles every year can help stabilise hiring volumes and reduce workload. A ‘top-up’ hiring model, rather than starting from scratch, is often more efficient and sustainable.
More applications don’t have to mean more stress. By combining honest communication, smarter processes, ethical use of AI, and the right tech solutions, small early careers teams can not only cope, but thrive, as volumes grow.
It’s time to work smarter, not just harder.