If you thought AI's impact on recruitment was limited to a few CVs and cover letters, think again. Gen Z candidates have access to more tools and learning resources than ever — and they’re using them to shift the balance of power in their favour.

But are recruiters ready to meet this wave of innovation –– with a clear plan and transparent communication about what that plan looks like?

In this episode of TA Disruptors, host Robert Newry is joined by Shoshanna Davis and Holly Hobbs, to discuss how Gen Z sees the world of work, why employers are missing the mark, and how AI has become both a bridge and a barrier.

Shoshanna Davis is founder of Fairy Job Mother, and is on a mission to empower young people with the skills and confidence they need for impactful careers, while giving managers the understanding and tools to engage, inspire, and elevate the next generation of leaders. She manages a community of 20,000+ young people and advises companies like M&S, BT and Diageo.

Holly Hobbs is Founder of Apprentivia - The Early Talent Employer Branding Agency that specialises in helping employers attract & develop Gen-Z apprentices through social media; as well as managing a community of 40,000 young people. Holly has worked with organisations like Berkeley Group, British Gas, and the Department of Education.

What’s in this episode?

🔥 Gen Z’s social media pressure cooker

From TikToks showcasing live job interview hacks with ChatGPT to Insta reels promising instant promotions, Gen Z candidates are navigating a minefield of misleading and conflicting advice. And the reality is, when it comes to using AI in the recruitment process, it can be impossible to tell what good looks like.

⚡ ChatGPT in job applications: Cheat code or toolkit?

55% of Holly’s Gen Z community use ChatGPT to apply for jobs. From rewording clunky CVs to acing online tests, they’re turning to AI to fill the gaps where career mentoring and guidance have failed them. But are recruiters prepared to engage with these AI-enabled candidates?

🤔 The transparency trap: Recruiters, take note

Employers say, “be yourself,” but what does that mean to Gen Z candidates? Holly and Shoshanna highlight how some well-worn guidance is confusing for Gen Z candidates, and what emplyers can do about it.

🛠 Actionable insights for TA leaders

Define your AI policy now: Sitting on the fence isn’t an option. Decide if candidates can use AI tools and explain how.
Be specific about your processes: If your recruitment involves AI or automation, tell applicants how it’s used. Transparency builds trust.
Innovate your assessments: Incorporate tasks that AI can’t easily tackle, such as real-time problem-solving or behavioural exercises.

And don’t forget to sign up for the TA Disruptors newsletter: https://hubs.li/Q0282H370

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ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research.

All brought to you from the team behind Arctic Shores.

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Gen Z are using AI in your recruitment process — how companies should respond | with Shoshanna Davis and Holly Hobbs 43:47 Share

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Gen Z are using AI in your recruitment process — how companies should respond | with Shoshanna Davis and Holly Hobbs