In her recent article in the NACE Journal, Mary Scott, founder of Scott Resource Group, acknowledges the debate among those in university recruiting about the use of AI.

“There is considerable theorizing about how to best harness the promise of AI, with an eye toward reducing [at a minimum] ‘top of the funnel’ human interaction to streamline recruiting processes and reduce cost,” Scott writes.

“The profession is awash in projections and pronouncements about how AI will transform university recruiting, with lots of prognosticating about what the ‘new playbook’ will look like. The continuum ranges from a completely automated process to those who foresee a return to the pre-COVID execution model of ‘key schools’ and campus recruiting teams.”

However, Scott’s research shows candidates’ increasing “lack of enthusiasm” about employer use of AI as a screening tool.

Scott’s 2024 survey of college students found that when asked about their comparative agreement with the statement “I’m favorably impressed with employers’ use of AI to screen candidates,” just 18% agree or strongly agree—down from 22% in her 2023 survey. On the other side, 53% of participants in the 2024 survey disagree or strongly disagree with the statement, up from 48% in 2023.

Scott points out that reasons for students’ lack of enthusiasm about AI as a screening tool is further illustrated in their disagreement that they are “able to present their best, most authentic self” when AI tools are used (53% disagree or strongly disagree) and that “transitioning to AI ... will assure a more equitable outcome for applicants” (48% disagree or strongly disagree).

When asked about their own use of AI, 56% of the survey participants agree, however, that “it’s fair we use tools like ChatGPT” to apply, if employers are using AI to screen candidates.