We had a lot of fun exhibiting at our first In-house Recruitment Early Careers Conference. It was a fantastic opportunity to connect with so many passionate professionals trying to navigate a rapidly changing recruitment landscape.
The conversations we had at the Field Notes booth and roundtable confirmed what we have been seeing in our own self-funded qualitative research. Early Careers teams are under immense pressure to adapt to new technologies while trying to genuinely connect with a generation that has more choices, and more complexities, than ever before.
For those who could not attend, and for the great people we met on the day, I wanted to share my top takeaways from the sessions and panel discussions.
1. The Dark Side of the AI-Enabled Candidate
It is no secret that Generative AI is changing how graduates apply for jobs, but Jamie Betts from Neurosight delivered a sobering reality check on how this is creating a massive inequality gap.
Candidates are increasingly using AI to navigate the hiring process. However, access to these tools is not evenly distributed. With premium AI models costing up to £300 a month in subscriptions, there is a stark divide opening up between candidates from state schools and those from public schools. Currently, around 15% of active job seekers have access to these premium tools.
Jamie also highlighted how traditional psychometric testing causes immense anxiety, which ultimately kills performance. This anxiety disproportionately affects women, disabled people, and those from lower socio-economic backgrounds, making the process inherently unfair.
The message was clear: we must act now, as real harm is being done by outdated processes. A suggested mitigation is to use AI upfront, but always ensure a live, human element follows to level the playing field.
2. Gen Z Crave Pragmatism and Clear Identities
Caroline Collins from Unifrog shared some fascinating data on what is actually shaping the career decisions of 11 to 18-year-olds. Growing up in an era of unprecedented complexity, Gen Z are looking for clarity.
Interestingly, they are highly pragmatic and do not want employers to hide the details. They want clear information on salary and location upfront. They are also seeking roles with a clear professional identity. For example, they are much more likely to engage with a title like “Sales Strategy Apprentice” rather than a vague “Junior Business Apprentice”.
When it comes to influence, parents and caregivers remain the biggest factor by far at 72%, followed by teachers at 66%. Yet, there are hurdles. While there is massive interest in apprenticeships, three in five students who were interested could not find a suitable one, often because the application processes and deadlines are so unclear. If employers want to cut through the noise, personalisation is key. A staggering 93% of students said they are more likely to apply if they receive a personalised message.
3. The Ultimate Antidote to AI is Remaining Human
Across the day, from the Talogy presentation on evolving assessments to the panel chat on “What Good Looks Like in AI-Enabled Early Careers Hiring” featuring experts like Greg Dunbar and Mandy Thorndyke, a unified theme emerged. We must embrace AI, but we must use it to better utilise the human touch, not replace it.
A standout quote from the Vizzy session summed it up perfectly: “The number one thing you have to do in this age of AI is to remain human”.
This really resonated with me and ties directly into our mission at Field Notes. When candidates are using AI to write their CVs and cover letters, reading a polished application tells you very little about the actual person. To build a grad scheme and early career strategy that work, you need to pierce that “interview persona.”
Final Thoughts
As Rebecca Busby reminded us in her closing session, designing the candidate experience must go far beyond the initial offer.
If we want to understand our Early Talent, we need to intimately connect with them. Using mobile video diaries allows Early Careers teams to capture authentic, in-the-moment feedback from candidates and new hires, letting them speak in their own words without the filter of Corporate AI.
It was a pleasure to meet so many of you in Manchester.
If you want to continue the conversation about bringing the human truth back into your Early Careers strategy, please do drop me a message on dave@fieldnotes.space, or follow our new Field Notes EX LinkedIn page for more insights!
