Student recruitment is under pressure, with record applications and AI reshaping the hiring process. ISE’s Anne-Marie Campion shares insight and advice from our latest webinar.
AI is transforming the early talent recruitment landscape at an unprecedented pace. From AI-assisted applications to employer automation tools, the dynamics between students, employers, and careers services are rapidly shifting.
An ISE webinar explored how AI is fuelling mass student applications, increasing multiple offers and reneges, and reshaping recruitment communications and support strategies.
ISE’s Stephen Isherwood chaired the expert panel including Robert Newry, Co-founder of Arctic Shores, Samantha Hope, Senior Emerging Talent Manager at Shoosmiths, and David Molyneux, Head of Employer Engagement at the University of Warwick.
Record job applications
The ISE recruitment survey for 2024 showed a staggering increase in the number of applications on average that students are making. 20 years ago, the average was around 40 applications per vacancy; by 2022/23 that had moved up to around 86 applications per vacancy; but in 2024 that had shot up by over 60% to record levels of 140 applications per vacancy.
Hot off the press, ISE’s Student Recruitment Survey 2025 shows no change to that number, which presents significant challenges to employers and students alike.
The AI effect
Robert painted a stark picture of the power shift in technology. Candidates now have some of the best technology at their fingertips, accessing tools that will not just assist in crafting an application but also do it for them.
AI has made it super easy to mass apply. And candidates are unencumbered by corporate requirements for GDPR compliance. Corporate standard governance and IT departmental sign offs will always beat the employer in any race for the use of the newest, smartest AI tech.
Some students believe they have to make mass applications to beat the competition, sometimes not even remembering who they have applied to let alone why.
What are the consequences?
The consequences for employers are stark.
Applicants in large numbers, using the same or similar AI tools to assist or craft applications, have caused a ‘sea of sameness’. There is little differentiation, so shortlisting candidates to bring them through to assessment is increasingly difficult.
The top of the funnel is widening rapidly; if employers do not adapt their screening processes to narrow it their recruitment process will break – both in team capacity and in already stretched recruitment budgets.
How can employers manage and adapt?
Some employers are closing the application window earlier to stop the flow. But this could dam-up applications to be released at a later point.
Meanwhile, some employers use an AI ‘detect and deter’ strategy, but this is a tech arms race that the candidate is more likely to win. There are also integrity issues with evidence of ‘false positives’; Chat GPT withdrew its AI detection tool as it was not sufficiently reliable.
Robert recommends that employers adapt and adjust to accept that candidates will use AI to apply for jobs, particularly as many employers want their new hires to use it in their role.
But employers must give clear guidance on what is acceptable use of AI in the application process. This includes testing the integrity of processes to ensure that they are working as intended and looking at how candidates could use AI in the assessment process.
Read how to guide candidate use of AI.
How Shoosmiths are embracing AI
Shoosmiths have embraced AI in recruitment, despite some initial push back internally. This includes clear and transparent candidate guidance and incorporating AI in their assessment process.
As part of the application process, candidates are asked how they used AI to help them craft their application and how they envisage using AI in their role at Shoosmiths.
In the presentation exercise, candidates are given access to Copilot to help them prepare. It’s up to them if and how they use it, but the assessor will ask how they used AI in their preparation as well as how they use AI in their work or studies.
Sam’s point was clear – if we expect our new hires to use AI in their job, why would we expect that they would not use it in their job application?
To counter the ‘sea of sameness’ Shoosmiths look for originality, personal voice and opinion - using AI won’t cause candidates to be marked down but showing originality and authenticity will increase scores.
The overarching advice from Sam was to be transparent with guidance to candidates and to embrace AI in a well-managed, strategic and positive way in recruitment, just as we are in the workplace.
AI experience at University of Warwick
The experience at University of Warwick echoed the disparity of how organisations view the use of AI.
Some faculties ban its use, threatening academic tribunal if there is suspicion of mise-use in studying. Other faculties openly encourage students to use AI to support their learning.
David’s view as the university’s Employer Engagement lead is that students should use AI safely and carefully, always mindful of the need for authenticity. And he urged all employers to be open with applicants and to give students clear guidance on what is an acceptable use of AI.
The impact of AI is also evident on campus. There has been a decline in employer bookings for mass participation events such as careers fairs - if employers are already drowning in applications perhaps they see no point in attending an event that will just precipitate thousands more.
It highlights a requirement for more bespoke and specific employer engagement with students.
As AI continues to reshape the student recruitment landscape, one thing is clear: there is no turning back. Employers that cling to old models risk being overwhelmed, while those that adapt with transparency, integrity, and innovation will be better placed to identify genuine talent amid the flood of applications.