AI Red Flags in the Graduate Recruitment Process

Graduate recruitment is evolving and not always in ways recruiters can see. With tools like ChatGPT, students are finding ways to beat traditional screening steps such as unsupervised psych tests, resumes and video interviews.

You may not notice it application by application, but the AI red flags are in your data.

5 AI Red Flags to Look For

 1. CVs and cover letters look similar

Repeated structure, phrasing, or similar language across candidates.

2. Psychometric test results are skewing right

If your distribution curve is shifted well above graduate norms, you’re seeing too many “top performers.” Example, 75% of candidates score above the 50th percentile. That’s a sign of AI-assisted test-taking or calling on a friend to help.

3. Generic video responses

Scripted answers, formulaic phrasing, reading from notes.

4. More candidates pass screening stages but fewer are hired

When applicants pass resume review, psych tests and video interview, but more are failing at the in-person stage, it’s a clear indicator that AI tools are being used to game the system. 

5. Hiring managers asking "who else do you have"

Managers losing trust or questioning shortlists is a red flag that early screening isn’t reflecting real ability. When trust declines, talent acquisition credibility is at risk.

Why AI Red Flags Matter

Wasted time and expense: Too many unsuitable candidates progressing

Frustrated managers: Reduced trust in TA shortlists

Reputational risk: Hiring managers start questioning the process itself

The Good News

AI doesn’t have to be the problem. The challenge is using assessment methods that can’t be manipulated by AI tools.

GradSift is designed to be largely immune to AI manipulation, giving recruiters and hiring managers confidence that the candidates progressing are the right ones.

Take the Next Step

Are AI red flags showing up in your process?

Book a quick demo to see how GradSift keeps your graduate recruitment AI-proof.

Frequently Asked Questions

Can candidates cheat unsupervised psychometric tests?

Yes. Generative AI tools and online coaching/"call a friend" can inflate scores, creating unnatural distributions. When an employer cannot validate who took the test, the test itself becomes pointless.

How are graduates using ChatGPT in applications?

Grads and interns use AI to generate resumes, write cover letters, screen share psych tests for instant answers and script video interview responses. That results in positive but inauthentic and generic submissions.

What’s the risk for recruiters?

AI-manipulated assessments push unsuitable candidates further into the process, wasting time and eroding hiring manager trust.

How do I stop AI manipulation in graduate recruitment?

Switch to screening methods that are hard to game, designed for graduates, and validated for fairness. GradSift combines AI with assessment design to reduce manipulation risk.