How AI Tools Are Changing Hiring in the UK and How Employers Can Adapt

The use of AI in recruitment has significantly altered the hiring landscape for both employers and talent coming through the recruitment pipeline. In our 2026 Global AI Report, we found that being able to trust that there was a human on the other side of a submitted CV was table stakes for UK candidates, with nearly 49% of jobseekers we surveyed saying they would be less likely to apply for a job with an employer using AI screening or evaluation tools to assess candidates.

Here’s what UK jobseekers said about the use of AI in their recruitment process:

• 27% of UK candidates have a complete distrust of AI in recruitment decisions.
• 40% of UK candidates trust AI in recruitment only if there is human oversight.
• 55% of UK candidates use AI to write or refine their CVs and cover letters, and 45% use it for interview preparation.
• 39% of candidates use AI to optimise their CVs for applicant tracking systems, while 25% do not use AI in their job search at all.

On the employer side of the equation, AI use is moderate but with downstream effects on skills verification.

• 55% of UK employers surveyed do not currently use AI in their recruitment processes.
• Only 15% of UK employers use AI for CV parsing and screening, and 20% use it for video or transcript analysis.
• 55% of UK employers state that candidate use of AI is acceptable.
• 40% of UK employers report that candidate AI use has made verifying skills and backgrounds harder, while 25% say it increased application volumes and slowed screening.

In the age of AI, finding a balance between efficiency and transparency is essential for companies hoping to attract top talent across industries.

To learn more about how UK employers and candidates are responding to the use of artificial intelligence in the recruitment process, we spoke to Mark Astbury, Director, Projects, Change & Transformation at Morgan McKinley.

Here, Mark shares expert advice for AI use in recruitment that is transparent, human-led and focused on technology to improve efficiency rather than replace human judgment.

Protect Your Employer Brand From Clunky Tech

Nearly half of candidates (49%) are reluctant to apply to businesses that use AI for candidate screening. Mark warns that making the recruitment process impersonal risks alienating candidates.

“Businesses invest heavily in their brands, and a recruitment process that feels unfair, impersonal or lacking in transparency risks undermining the investment and the brand.”

Mark recommends keeping human accountability a priority. If AI is playing a role in hiring decisions, organisations must maintain appropriate human oversight.

Adopt for Value, Not Hype

The temptation to heavily invest in or mandate AI can be tempting, but Mark advises thinking about a tool’s value rather than its hype. “Ultimately, employers shouldn't adopt AI simply because the tech is available. They should use it because it does improve the recruitment process and delivers commercial value.”

Skills Verification: Be Ready To Adapt How Candidates Are Assessed

According to 29% of UK employers, candidate AI use has made it harder to verify an applicant's skills or background. Mark admits it’s a challenge and recommends skills-based assessments further in the process. But the initial screening is still an exercise in human judgment.

Smaller Companies Are Less Likely to be Using AI in Their Recruitment Processes

When it comes to AI in recruitment, company size often dictates strategy. Much of the time, a company’s size is going to correlate to their AI recruitment strategy, says Mark. And it comes down to hiring volumes. In the UK, 55% of UK employers surveyed said they do not currently use AI in their hiring process.

“The size of the organisation and the hiring volumes make a big difference. For small organisations making probably fewer hires, the investment in AI can be harder to justify. They might find greater value in working with a trusted recruitment partner.”

For Candidates, Don’t Be Afraid To Bypass the Algorithm

A mix of applicant volume, screening tools and general recruitment noise means getting your CV in front of a hiring manager may require work beyond LinkedIn Easy Apply.

Mark says if a candidate believes they are well suited to a role, reaching out to the hiring manager is still a great way to make a connection and get yourself seen, even when the screening systems and tooling make it more of an effort to break through.

Candidates, Keep Your CV Authentic

Tailoring an ATS-friendly CV to suit each role is expected and the norm. Mark advises tailoring your CV for each role and explains that candidates need to be discerning in their search and make sure they tick most of the skills boxes to match what hiring managers are looking for.

While nearly 60% of candidates report using AI to write or improve their CV/cover letters, Mark advises jobseekers to keep it authentic and true to their own skills.

“It’s got to be your own content rather than just using all these buzzwords that an AI tool will tell you to put on your CV directly from the job spec. If you haven’t done [something], you shouldn’t be putting it on [your CV].”

Prioritise Transparency

Just 5% of candidates trust AI to make recruitment decisions independently. Compare that with 44% who trust AI when paired with human decision-making and it’s clear that companies can put trust back in the process just by explaining what they’re doing.

"Employers need to be clear about where and how AI is being used, particularly if it's influencing decisions about who progresses, who gets rejected,” Mark advises.

Invest in Internal Upskilling

Once a candidate has a role, they may be surprised to find that, even today, 44% of employers don’t have an upskilling budget for AI skills. Mark emphasises that this is a long-term investment rather than a training exercise. Not taking this seriously risks a real skills divide in the future.

Mark advises that companies move beyond basic prompting, especially in highly regulated industries like Financial Services where employees need explicit training on data security and regulatory obligations.

Equip Leaders for the Transition

With AI changing the nature of work, Mark is keen to see businesses invest in AI training for leaders so the entire workforce, not just individual contributors, can get ahead. “They [leaders] need to understand how AI is changing roles, what skills their teams will require and how to support employees through that transition,” says Mark.

Working With a Trusted Recruiter to Cut Through the AI Noise

For teams moving fast, understanding how to navigate candidate scepticism, large applicant volume and skills-based assessment for specialised roles is where working with a recruitment team like Morgan McKinley’s can help. Instead of processing hundreds of applications, a specialist recruitment partner can add value by bringing the right talent for the right opportunities.

Want to learn more about the impact of AI tools on recruitment in the UK? Download our 2026 AI Report below – or speak to one of our consultants about your hiring.

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