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Have you seen a rise in application volume but a drop in quality? You need to watch this 👀

Monday 12th August

Have you seen a rise in application volume but a drop in quality? You need to watch this 👀

It’s not your employer brand that’s the answer. The AI-enabled candidate has revolutionised recruitment forever

Over the past year, an increasing number of TA teams have been reporting a significant increase in the volume of applications they’re receiving.

For some, there’s a noticeable increase in quality at the application stage. For others, all applications look the same. 

For all, there’s a mismatch in the quality of applications and candidate performance at later stages of the application process. 

When it comes to the reasons behind this, it just doesn’t make sense for this to be down to an improvement in employer brand. That maths just isn’t mathing. A great selection mismatch is undoubtedly upon us…

Pioneering TA teams have already realised that GenAI is in fact the catalyst behind all of this. And with new data revealing candidate adoption of GenAI is growing both in Early Careers and outside it, the problem is only going to get worse. 

So if you’re seeing a rise in application volume and a drop in quality and you want to know more about why this is, and what to do about it, you’ll want to see Arctic Shores’ CEO and co-founder, and the host of the TA Disruptors Podcast, Robert Newry’s keynote session from the ISE Student Recruitment Conference 2024 in June.

In the 1 hour session, Robert unpacks why the AI-enabled candidate has revolutionised recruitment forever and what to do about it. And while the session was designed for Early Careers hiring teams, the insights are relevant for anyone who hires anyone. 

Watch Robert’s full ISE talk here👇​

ISE 2024

 If you want a sneak peek of what to expect, here are the headlines 🚨

💥 Usage varies widely across demographics –– while 59% of candidates have used or plan to use GenAI in the selection process in the next 12 months, usage varies widely across demographics. While 54% of white survey respondents plan to use it, that rises to 71% for Black respondents and 66% for neurodiverse respondents. This means that simply banning GenAI use could mean you risk penalising under-represented groups. 

💥 The answer to maintaining quality and avoiding excluding under-represented groups is to guide candidates on what effective use of GenAI looks like, and how to use these tools without hindering their own progress. Robert shares best practice from the likes of the John Lewis Partnership, Amazon, and EDF on just how to do it.
👉​ And download the ultimate guide to managing candidates' use of GenAI here.

💥 ​TA teams need to audit current processes to identify where they’re vulnerable, and then redesign the selection process to ensure you can embrace AI and maintain an equitable, efficient, and effective process. Robert offers sage advice on how to do this.

So if you do only one thing this week, you’ll want to watch this recording.   

🧐 Deeper dives

And if you want to start diving into the data and insight more, here are a few places to start…

💡​ New June 2024 survey results offer insight into the adoption and attitudes of GenAI among 1,000 early career candidates across demographics, plus analysis on the impact of banning vs embracing usage on the talent pool 

💡​ Listen to data-backed, practical insight into what the pioneers doing on the TA Disruptors podcast –– with advice on how to advertise, sift, and adapt the selection process for the era of the AI-enabled candidate

 

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