We recently finished gathering the data and crunching the data for two new surveys...

👉 The first was a survey of 1,000 students and recent graduates. 

👉 The second was a survey of 1,000 knowledge workers with more than three years’ work experience, across a diverse range of industries. 

We asked them about their adoption of and attitudes towards GenAI tools in the selection process, and whether they expect employers to deter, detect, or embrace use. 

You may remember that last September, we ran a very similar survey and published the results in a report around six weeks later. 

But this time round, we’ve decided to do things a bit differently... 

We know that many TA teams, especially in Early Careers, get a (tiny) bit of downtime over the summer months to reflect on what’s already happened in the year to date, and to start a game plan for campaigns in the second half of this year and into next. 

So rather than hold on to the data, we’re giving it to you hot off the press.

Over the last few weeks, we’ve been releasing the results exclusively to TA Disruptors subscribers in increments. 

So, what are we diving into first? 

The headlines – what 1,000 students and graduates told us about how they’re using AI in selection 💥

It may not surprise you to know that after Generative AI’s poster child, ChatGPT, reached 100 million users in just two months –– exponentially faster than TikTok (9 months), Instagram (30 months), and Uber (70 months) –– one year on, it has maintained exceptionally high adoption rates among students and recent graduates. 

Back in September 2023 when we surveyed the Early Careers population, around 72% of them were using GenAI regularly –– and for an average of 1hr 14 minutes per week.

As of June 2024, that number is significantly higher.

In fact...

🔥 88% of students and graduates are using GenAI tools every week –– for an average of 1 hour 29 minutes. 

🔥 86% would describe themselves as proficient (with one in five having even created a custom GPT, demonstrating highly advanced use).

🔥 And 59% have or would use GenAI in the selection and assessment process. 

And just as our survey data showed back in September, usage varies widely by demographic. Under-represented groups are using GenAI to level up. And on the whole, Early Career candidates absolutely do not see using AI tools in the selection process as cheating. 

In fact, a third of candidates simply want to give themselves the best possible shot at finding a job (and really, why wouldn't they?).

36% want to improve their writing, or refine, clarify, and improve their thinking (this jumps up to 48% for neurodiverse candidates)... And why wouldn't we want to hire people who are using the tools they have at their disposal to complete a task to the highest possible standard?

So what does all of this actually mean for TA teams?

There is one simple truth. If you want to maintain an equitable and efficient hiring process that helps you attract the best candidates, you only have one option –– to embrace and guide candidate use of GenAI. 

Download the data PDF in full here.

And if you want to be the first to receive the full new data report when it launches in September! Simply sign up for our TA Disruptors newsletter today👇​