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Graduates are increasingly turning to artificial intelligence to help with job applications. But a growing number of cases suggest this practice can backfire — especially when used in a ‘spray and pray’ approach. Source: bbc.co.uk.
What Happened
A BBC News report from October 2026 highlights how many graduates now use AI tools to write cover letters, tailor CVs, or generate answers for online assessments.
One graduate, Tom from Maidstone, applied to over 200 roles before landing a restaurant manager position. He says the process was exhausting, with many employers not responding at all.
Tom used AI only for cover letters and CVs, not for interviews. He calls it ‘hypocritical’ when companies ask candidates not to use AI, when some employers themselves use AI to screen applicants.
Employers See a Rise in AI Misconduct
The Institute of Student Employers (ISE) surveyed 155 of the UK’s largest graduate employers.
- 92% reported encountering or suspecting AI misconduct in job applications — up from 85% the previous year.
- Most common misuse: using AI during video interviews or online assessments.
- Many candidates use AI to generate answers in real time, or pause to wait for AI-generated responses.
EDF Energy, a major employer, opened its graduate recruitment scheme but closed it early after receiving 12,000 applications — a 10% increase over last year.
Hollie Moody, head of early careers recruitment at EDF, says AI is being used more freely in the selection process. She notes it creates an uneven playing field: some candidates use AI throughout, others don’t.
AI Use in Hiring Processes
Only 16% of employers currently use AI to screen candidates. However, over half plan to adopt it due to rising application volumes.
EDF does not currently use AI screening but may have to in the future. The firm is now trying to make its process as ‘AI-proof’ as possible by relying on skills-based assessments and video interviews.
Moody stresses that hiring is about authenticity and personality — not just technical skills. She says AI cannot replace human judgment in evaluating diversity of thought.
Why It Matters
AI misuse risks hiring candidates who lack genuine experience or personal insight.
One trainee accountant said he used AI only to research roles and practice interview questions. He would never use it to cheat. But he knows others who apply for 100 jobs and become desperate to keep up.
When candidates see others using AI, they may feel pressured to follow suit — even if it undermines the integrity of the application process.
Key Limitations and Open Questions
The data shows a rise in AI use, but it does not confirm whether AI-generated applications lead to worse hiring outcomes.
There is no clear consensus on what constitutes ethical AI use in job applications.
Employers are still developing guidelines, and the line between helpful tools and misconduct remains blurry.
As the graduate job market stabilises, competition remains fierce — and AI may be intensifying that pressure.
What to Watch Next
More employers are expected to adopt AI screening tools in the coming months.
As AI becomes more embedded in hiring, the debate over authenticity, fairness, and capability will likely grow.
For now, the use of AI in job applications remains a ‘moral dilemma’ for both employers and jobseekers.
For more on how AI is shaping the job market, see the original BBC report.
For insights into how AI is transforming work, explore our coverage on Tech and AI Trends.
And for real-world examples of AI in professional settings, visit our Businesses & Economy section.
