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How AI is Changing Graduate Recruitment Assessment

Students and grad are using tools like ChatGPT to get past psych tests and video interviews.

Learn how they do it and what you can do to protect your assessment integrity

The Challenge

Unsupervised psychometric tests and video interviews were once trusted ways to screen graduate talent. Albeit with limitations.

  • Online tests were always vulnerable to who actually did the test. After all, there's never any validation by the employer. 
  • While for recorded video interviews, it was easy enough to create or embellish answers to typical questions, with no interviewer follow up questions.

But today, AI tools like ChatGPT are making it even easier for candidates to “game” the system.

First of all, students are encouraged to use AI as a resource. Whether that's for a uni assignment, research project or preparing for a job application. Just as employers encourage their staff to use AI on the job - as a resource.

And that's the thing. Using ChatGPT to help with psych test questions, or prompt video interview answers, is simply leveraging an available resource. 

AI in graduate applications isn't cheating - it's smart preparation!

 Graduates can now:

  • Optimise their resume or written statement for every employer. They all start to look the same!
  • Take a picture of a testing screen and get the answer instantly from ChatGPT. Or use voice capture technology, even accessibility tools.
  • Use AI tutors to practice and predict psych test questions.
  • Generate convincing video interview responses within the 30 seconds 'thinking' time.
  • Even using eye-contact technology to appear to be looking at the screen while speaking. 

When screening assessments are a high stakes "pass or fail" for candidates, the incentive to leverage AI tools increases significantly. And it's not cheating. 

The result? Traditional assessments become meaningless - other than how well AI is used.

The Risks for Employers

AI is undermining the traditional screening process and without action employers will experience:

  • False positives: candidates appear stronger than they really are.
  • Organisation inefficiency: wasted time second guessing candidate authenticity.
  • Recruiter credibility risk: managers start questioning the shortlist they’re given.

Left unchecked, AI manipulation can erode confidence in your entire graduate recruitment program.

What You Can Do About It

Protecting the integrity of your recruitment process starts with rethinking how you screen. Best practices include:

  • Screening with objective, formatted data, instead of resumes or unsupervised testing. 

  • Testing candidates in a supervised enviroment eg. assessment centre.

  • Replacing asynchronous video interviews with short 'showcase' videos allowing candidates to present authentically.

  • Choosing platforms like GradSift, which are designed to be immune to AI manipulation.