Growing pressure on students and graduates is driving major shifts in job search behaviour, particularly around the use of AI and high-volume applications. Chris Rea from Prospects at Jisc shares the latest insight.
Findings from Prospects’ Early Careers Survey of 5,000 students and graduates point to an emerging tension in the market.
Candidates are using AI tools to improve their chances of success, while simultaneously worrying that the same technology may reduce opportunities and negatively affect their hiring outcomes.
For employers managing large-scale graduate and apprentice recruitment, the research offers important insights into how candidate expectations and behaviours are evolving when job hunting.
Applying for as many jobs as possible
As young jobseekers face growing pressure in the entry-level labour market, our survey found that many are applying for as many jobs as possible to improve their chances of securing a role. Men were more likely to ‘apply everywhere’ (33%) compared with women (26%).
While the proportion of jobseekers taking a targeted approach – applying for fewer than 20 roles – dropped, high-volume applications nearly doubled year on year. Respondents submitting more than 100 applications rose from 8% to 13%.
Recent graduates appeared to face the greatest pressure, with 20% reporting that they had applied for more than 100 jobs – a higher proportion than any other group surveyed.
Graduates were also the most likely to say that AI was threatening their career prospects and reducing the number of jobs available (44% compared with 35% overall).
Candidates submitting large numbers of applications were significantly more likely to use AI tools to write CVs and cover letters. Among those applying for between 101 and 200 roles, 66% used AI, compared with 40% of those submitting fewer than 20 applications.
However, usage dropped among those making more than 200 applications, potentially suggesting some candidates are relying instead on ‘quick apply’ tools or automated application processes.
Our findings mirror wider trends reported by the Institute of Student Employers, where many organisations have experienced record application volumes over the past two recruitment cycles.
For employers, this raises important questions about authenticity, assessment processes and candidate experience.
Candidates believe employers are already using AI extensively
Our survey also highlights a growing perception gap between candidates and employers.
Almost all respondents (95%) believed employers use AI to shortlist applicants. Yet employer data from the Institute of Student Employers suggests that while automation and AI are increasingly present in recruitment, most high-touch assessment and decision-making activities remain predominantly human-led. In fact, use of AI in hiring is currently minimal.
Perceptions matter because they appear to influence candidate behaviour. Respondents who believed employers always used AI were substantially more likely to use it in their own applications.
This creates a potentially self-reinforcing cycle, where candidates feel compelled to use AI because they assume employers are doing the same.
Fairness concerns intensify during high-stakes assessment
Although candidates are comfortable using AI in job applications, many remain uneasy about employers using AI during recruitment.
This year 73% of respondents reported that they had used AI at some point in the application process. However, a majority said it was unfair for employers to use AI across most stages of the recruitment process.
Whilst 46% had used AI to write a CV or cover letter, only 38% thought that it was OK for AI to be used to screen the CV.
Concerns were strongest around AI use in online interviews and virtual assessments. Qualification screening was the only area AI use was seen as broadly acceptable.
Candidates appeared more comfortable with AI supporting admin or logistical tasks than making evaluative judgements.
Our findings also highlight an important inclusion consideration. Neurodivergent respondents were consistently more uncomfortable with AI use throughout the recruitment process, particularly around CV screening and AI-generated application questions.
For employers, this underlines the importance of transparency and accessibility. Organisations introducing AI-enabled recruitment tools should clearly explain how systems are used, where human oversight sits, and how candidates can seek support or adjustments where needed.
Offering alternative assessment routes where possible may also help reduce concerns among some candidate groups.
AI anxiety is shaping career confidence
Alongside growing use of AI sits increasing concern about its impact on future career opportunities.
More than a third (35%) of respondents believed AI was threatening their career prospects and reducing the number of jobs available. Concerns were strongest among recent graduates and those already working in entry-level roles.
Among respondents with a negative outlook on their future opportunities, almost half said worries about job automation had influenced their views this year.
This reflects an earlier study we undertook with ISE as well as a disparity. Our AI and Early Careers report found that while 13% of respondents had already changed their career plans because of AI with fear of job replacement as the top driver, employers are yet to replace roles.
This pessimism appears to be affecting behaviour. Candidates with more negative views about future opportunities were more likely to adopt high-volume application strategies, potentially contributing further to application inflation across the graduate market.
However, the research also points to an important opportunity for employers and careers professionals.
Confidence in AI skills appears strongly linked to optimism about future careers. Nearly half of respondents who lacked confidence in their AI capabilities believed the technology had reduced their opportunities, compared with under a third of those who felt confident.
Careers guidance also made a significant difference. Students who had received advice about AI were more than twice as likely to believe the technology would create opportunities for them.
This suggests employers have an important role to play not only in assessing digital and AI capability, but also in helping candidates understand how these skills relate to future careers.
What candidates value most
Despite the disruption caused by AI and labour market pressures, the survey suggests candidate priorities remain relatively consistent.
Salary, career progression, training and development, and work-life balance all ranked highly across different pathways. Training and development were especially important for those considering apprenticeships and degree apprenticeships.
Purpose, supportive culture and employee benefits also remained influential factors in employer attractiveness.
For employers competing for talent in an increasingly crowded market, clearly communicating these elements within recruitment messaging remains critical.
At the same time, the findings reinforce the importance of creating recruitment processes that feel transparent, proportionate and human.