Key Findings
- Nearly half of jobseekers use AI for job applications: 47% of UK candidates have used AI tools in applications, primarily to tailor CVs and prepare for interviews.
- Employer AI use is rising: 31% of organisations now use AI in recruitment, up from 16% in 2022, with 78% increasing overall recruitment technology use in 2023, according to the CIPD report.
- Trust gap emerges: 42% of candidates trust human-led recruitment more than AI-assisted processes, with human oversight (33%) and transparency (26%) critical to confidence.
- Generational divide: Gen Z (17–25) are most likely to withdraw from a job application due to AI overuse (36%), yet 57% use AI themselves, highlighting conflicting expectations.
- Traditional factors still drive job searches: Salary and benefits (49%) and flexible working (41%) remain the top motivators.
Nearly half of UK jobseekers are now using AI tools in applications as employers increase use of technology, but confidence in automated hiring remains limited.
Artificial intelligence is transforming the UK recruitment market, but a growing “trust gap” is emerging between employers and jobseekers, according to new research by Omni RMS.
To understand candidate behaviour, experience and perceptions of AI during the recruitment process, the new study surveyed 739 UK candidates.
It found that over a third (34%) of jobseekers have already experienced AI being used by employers during the hiring process. At the same time, almost half (47%) of candidates admitted using AI themselves when applying for jobs, primarily to write CVs, tailor applications to job descriptions, or prepare for interviews.
Despite this widespread use of AI tools, confidence in AI-led recruitment remains uncertain. More than four in ten candidates (42%) said they trust human-led recruitment more than AI-supported processes. This leaves the recruitment industry to figure out how to retain the balance of efficiencies and transparency, without losing trust in candidates.
AI use accelerating in UK recruitment
According to the CIPD Resourcing and Talent Planning Survey 2024, supported by Omni RMS, 78% of organisations have increased their use of technology in recruitment and onboarding in 2023. Nearly a third (31%) now use AI or machine learning in hiring, up from 16% in 2022.
Among organisations already using AI, 66% say it has improved hiring efficiency, whilst 62% report it has increased the availability of workforce planning data, and 59% say it has improved performance in resourcing teams.
However, concerns are emerging over candidate behaviour. Nearly a quarter of organisations (23%) are attempting to monitor or limit the use of generative AI tools by applicants.
The survey also reflects wider labour market pressures. While 84% of organisations attempted to fill vacancies in 2023, nearly two-thirds (64%) reported difficulties attracting suitable candidates.
Traditional factors still drive applications
Despite the rise of AI, traditional employment factors remain central to candidate decision-making. The 2026 research by Omni RMS, asked candidates what they consider key factors when searching for a new role. Salary and benefits came out top, but flexible working was close behind, with many still wanting hybrid working options, even six years on from Covid19.
- Salary and benefits: 49%
- Flexible working: 41%
- Working from home / hybrid options: 29%
- Career development opportunities: 28%
In fact, flexible working has risen significantly in importance compared with previous years. Omni’s 2023 Modern Candidate Report found only 30% of candidates prioritised flexible working, while the latest survey shows 41%.
Candidates also highlighted frustrations with recruitment processes, citing long applications (49%) and poor communication (46%) as major deterrents. More than a third (34%) reported difficulty finding roles relevant to their skills and career goals.
Candidates embrace AI cautiously
The research shows candidates are actively using AI tools while remaining cautious about its use by employers. Among those who use AI in applications, 51% said they have used AI tools to help them improve their CV or to tailor it to specifications.
Concerns about overuse of AI by employers are particularly pronounced among younger candidates. More than a third (36%) of 17–25 year-olds said they would consider withdrawing from an application if they felt an organisation relied too heavily on AI, the highest proportion of any age group.
Interestingly, a large proportion of age groups are unsure on whether AI overuse by an organisation or potential employer would affect their decision-making stating it would depend on the role or organisation.
Louise Shaw, MD at Omni RMS says:
“The study shows that candidate reactions to the use of AI is influenced by the role or the organisation. This suggests that if a candidate wants to work in a certain company or is very invested in a role, they may be more tolerant of the perceived overuse of AI. This was particularly true for older generations. Gen X (35%) and Baby Boomers (52%) all agreed that their perception of the overuse of AI in the recruitment process would depend on the role or organisation. Further to this, around 10% from both 46-55 year olds and 56-65 year old felt unsure on whether AI overuse by an employer would encourage them to withdraw from a job application process.
“Organisations need to treat the candidate hiring process as a core part of their employer brand. Candidates increasingly judge organisations by the experience of applying, interviewing and receiving feedback, through to onboarding and induction, so being mindful of this can increase candidate’s perceptions of being trustworthy and reliable, whilst changing perceptions on the use of AI tools in moderation.”
Does the perceived overuse of AI during the recruitment process encourage candidates to withdraw from a job application process?
|
17-25 |
26-35 |
36-45 |
46-55 |
56-65 |
|
|
It would depend on the role or organisation |
26% |
33% |
36% |
35% |
52% |
|
Yes |
36% |
31% |
30% |
29% |
20% |
|
No |
30% |
33% |
28% |
29% |
16% |
|
Unsure |
7% |
2% |
6% |
8% |
12% |
Transparency and communication key to bridging the trust gap
More than half of respondents (56%) said honest job descriptions, including clear salary information and role expectations, would increase trust in employers. Providing feedback throughout the process and simplifying applications were also highlighted as ways to improve candidate experience.
While concerns about the overuse of AI remain, almost half of candidates (46%) believe AI will improve recruitment experience over the next few years. The study indicates that organisations can maintain candidate trust by balancing technological efficiency with transparency and human oversight.
Transparency should be key and avoiding it could affect businesses more than they think. A landmark US lawsuit legal case filed in the Northern District of California in 2023 Mobley v. Workday, Inc. accused Workday of providing artificial intelligence (AI) screening tools that discriminate against job applicants, specifically in violation of the Age Discrimination in Employment Act (ADEA), Title VII of the Civil Rights Act, and the Americans with Disabilities Act (ADA).
This suggests that organisations must remain accountable for AI decisions, ensuring tools are fair, explainable, and legally compliant. With this, they will also need to be mindful of vetting and monitoring vendors carefully, as liability can sit with the employer, not just the AI provider.
Louise Shaw, MD at Omni RMS has offered her thoughts on the use of AI in recruitment:
This new research has been built upon the Modern Candidate Report that we released in 2023, to understand candidate behaviours, experience and perceptions within the recruitment process, with a specific focus on the use of AI from a candidate's perspective.
“The findings from the 2026 study reflects what we’re seeing across the recruitment market: the use of AI is being considered by both organisations looking for candidates and candidates when applying. Whilst technology is helping to improve efficiency and streamline processes, it is also changing candidate expectations.
“What this research highlights clearly is the emerging ‘trust gap’. Candidates are comfortable using AI to support their own applications, but they are more cautious when it comes to employers relying too heavily on it in decision-making. That creates a challenge for organisations on how to balance the benefits of AI with the need for transparency and human judgement.
“From a recruitment perspective, this is critical. Many organisations are finding it challenging to attract and retain the right talent, partly due to the high volume of candidates applying with some being unsuitable due to skill set. Because of this, organisations are left looking for a solution for narrowing down such a large selection of applicants.
“Although the use of AI tools may feel essential in these cases, it is important for organisations to note that the way technology is used can directly influence candidate engagement. Over-reliance on automated processes, particularly without clear communication, can risk deterring strong applicants, too.
“As our research shows, nearly half (47%) of candidates are using AI to assist them with their job applications. While AI use feels inevitable, it is still a concern for some organisations who want to attract suitable talent. Because of this, organisations may need to reconsider how they evaluate candidate capability during recruitment.
“As a result, many organisations are beginning to explore assessment approaches that place greater emphasis on demonstrated capability, including structured interviews, skills-based assessments and practical exercises.
“Traditional screening methods (such as psychometric tests and cognitive assessments) were originally designed to measure skills such as logical reasoning, pattern recognition and analytical problem-solving, however modern AI systems can now perform these extremely well. Instead, hiring processes will increasingly need to identify the skills and behaviours that remain uniquely human, including judgement, creativity, ethical decision-making, collaboration and the ability to navigate ambiguity. Designing assessments that capture these qualities will become an important priority as organisations adapt their hiring practices to an AI-enabled labour market.
“However, it is also important for organisations to be mindful of candidate frustrations during job applications, as our research shows that 49% of candidates find long application processes frustrating. Assessment design will be even more critical for organisations going forward in order to solve these challenges.
“Overall, AI should be seen as an enabler rather than a replacement for human interaction. Organisations that are clear about how they use AI, maintain meaningful human touchpoints, and design processes around the candidate experience are far more likely to build trust and secure the talent they need.”
To read further insights on the study, visit Omni: https://www.omnirms.com/
