Using AI in graduate recruitment and job search

Artificial intelligence (AI) is revolutionising job applications, assisting both applicants and employers; this guide aims to equip you with the tools and knowledge to use AI effectively in your career journey.

What AI can and cannot do for you

Generative AI is a powerful tool, and can very helpful in a variety of ways, and makes life a lot easier! However, it is important to be aware of the potential risks and drawbacks, so that you can utilise it in a responsible way.

It's all in the prompt - using SPUD

When it comes to AI, using a prompt is an effective way to ensure the information generated is accurate and of a high quality. Use the SPUD model outlined below to help create a good prompt.

S

Situation - explain what you want the AI to do

P

Purpose/persona - identify the target audience and/or who you want the AI to act as

U

Unique limit - confirm a word count or any other parameters

D

Direction - provide any key points that you would like to include

Example prompt

Using the SPUD model, an example prompt might be:

'Give me a structure for a cover letter for a graduate role as a marketing assistant. I am a final year digital marketing student, and I am applying for a job at Marketing Services Ltd. The cover letter should be around 400 words, and it should include details of my relevant skills and attributes and why I would be a good fit for the position.'

Review your content

Always review AI-generated content for accuracy and personal relevance. Use AI in conjunction with traditional research methods, consultations with career advisers, and peer feedback. This ensures that the content you present is well-rounded, credible, and reliable. Employers will almost certainly assess your written and communication skills during the selection process, so your personal touch is crucial.

How employers use AI

Employers are increasingly integrating AI into their recruitment processes. Research published by the Institute of Student Employers (ISE) in 2022 indicated that 28% of employers use AI in recruitment. This percentage is likely to increase as many employers are continually reviewing their recruitment processes to include new and innovative ways to shortlist candidates.  

Examples of ways in which employers commonly use AI in the recruitment and selection process include: 

• Screening Applications: AI scans CVs and cover letters for keywords and relevant experience and therefore it is important that your CV is tailored to the job description. You can check how targeted your CV is by using CareerSet, our AI CV-checking tool - just ensure you select the ‘Target your CV’ option after logging in. Find out more about tailoring your CV via our CV Writing Toolkit. 
• Conducting Interviews: Some initial interview stages may be handled by AI chatbots or analysed for keywords and skills. Prepare by familiarising yourself with common interview questions and techniques. Find out more on how best to prepare via our Interview Guide. There is a LinkedIn Interview Prep tool where you can practise by recording your responses to common interview questions.
• Assessment Centres: AI may be used during assessments to evaluate your performance in exercises like psychometric tests and e-tray exercises. Find out more and practise your technique through our Guide to Assessment Centres

Final thoughts

AI can be a valuable asset in your job search, provided it is used responsibly and ethically. By combining AI tools with your own critical thinking, creativity, and adherence to ethical standards, you can enhance your job applications and professional development.