Candidates tend to embrace AI when it removes the friction they experience in the hiring process

By Jane Swift, President of Education at Work

One thing I hear consistently from students and recent graduates is that they welcome technology in the hiring process. But what is demoralizing, is when they feel like their application disappeared into a black hole. But I have also advised students that from an employer perspective, what is frustrating is to receive nearly identical cover letters from several different applicants – those were AI generated and not proof-read. So the need for careful use of AI in the hiring process goes in both directions.

Candidates expect to encounter AI in the hiring process. So when an employer makes an effort to use AI to enhance the hiring process – to communicate faster, set clearer expectations, and keep candidates informed, most applicants view that as a positive experience.

The best use of AI in hiring is about removing friction, not replacing human interaction. When technology helps candidates get answers, understand next steps, and stay engaged throughout the process, it strengthens trust in the employer. And even if you aren’t going to hire these students, if you want them to be your future customer, you should think deeply about the experience you are giving to them.

Young job seekers today have grown up with technology and unfettered access to digital content and information. They’re not intimidated by AI. What they want is responsiveness. In many cases, a candidate would rather receive a quick update—even bad news—than wait weeks wondering whether anyone ever reviewed their application.

From my work with thousands of college students across the country, I’ve found that candidate experience is increasingly becoming an employer-brand issue. Students talk to one another. They share experiences online. A hiring process that feels transparent and respectful can become a competitive advantage.

AI should make hiring feel more personal, not less. The companies getting it right are using technology to create more communication and better experiences for candidates, not simply to process more applications.

— Jane Swift, president of Education at Work and former governor of Massachusetts, offers a perspective that’s often missing from conversations about hiring technology: that of a parent, workforce leader, and someone who works directly with college students navigating the transition from campus to career. As president of Education at Work, Jane leads a nonprofit that partners with major employers to provide paid, career-relevant work experiences to college students while they complete their degrees. The organization works with thousands of students each year, giving Jane a firsthand view into how young job seekers experience today’s hiring process.