More and more people are using artificial intelligence (AI) to support their job applications, and we see that as a positive and exciting shift.
Tools like ChatGPT can help structure your thoughts, improve clarity, and communicate your experience more effectively. When used well, AI can boost your productivity and confidence throughout the recruitment process. It’s a smart way to use today’s tech but it’s also important to strike the right balance.
AI can help shape ideas and support your preparation, but your application should still sound like you and reflect your own unique experiences.
We know you have a lot of great things to say, so it’s important to make sure we are reading the best version of you in your application form and not the best version of AI.
The challenges we're facing with AI
AI should work with you, in a way that fits your style and strengths - and that might look different for everyone. But whatever you submit should still reflect your voice, not read like a copy-and-paste from a chatbot. Unfortunately, we’re seeing a rise in poor AI practices which creates real challenges for our hiring teams.
Some of the issues we’re facing include:
Some of the applications we are receiving lack depth, personalisation or real-life examples. They also sound over processed and written with the instruction to 'meet all elements of the person specification'.
We're seeing clear indicators of over AI use, such as repetition of the same phases that are clearly AI-generated.
We're receiving high volumes of applications which read very similarly and look nearly identical across candidates.
These patterns make it harder to get a true sense of who you are and what you bring to the role. It also takes our managers longer to sift through applications to understand whether you have the relevant skills and experience they're looking for.
We keep a human-approach to our hiring and do not involve AI in any of our screening or selection processes. This means you do not need to bypass a computer for your application to be read by our teams. We review each application by hand.
What we expect from all our job applicants
Here are a few key tips to help you use AI effectively and responsibly in your application:
It’s fine to get help organising your ideas or refining your language but make sure your own voice and experience still shines through.
Don’t just repeat the job description or person specification. If you say you're confident under pressure, back it up with a real example - like a time you stayed calm and acted in an emergency situation.
If you’ve used AI to help write your application, read it over to make sure it sounds like you. Does it feel natural? Would you say it like that in person?
Your application should reflect your real skills and experiences. AI should never be used to create false or misleading content. We’re looking for real people with real skills, and we expect integrity throughout the process.
Applications are all about putting your best foot forward, so do exactly that. We’re not looking for perfection, and there’s no need to run everything through AI. Just provide us with a real insight into how you would be right for the advertised role.
Where AI should not be used
Joining the NHS means contributing to patient care, whether directly or behind the scenes. That’s why it’s so important we have the right people, with the right skills, supporting our patients and our services.
While AI can be helpful during the early stages of your application, there are parts of the recruitment process where we do not accept its use. These include:
- During interviews: this is your opportunity to demonstrate your core skills and experiences. We want to hear from you, not from a machine.
- In assessments: any tests or tasks are designed to evaluate your abilities directly. Using AI here undermines their purpose and will be viewed negatively.
- At any stage involving deepfakes or impersonation: the use of AI to mimic voices, faces, or identities is strictly prohibited and is disallowed as part of our recruitment.
Outside of these situations, there may be times where a hiring manager states they do not want AI involvement as they want to assess the fundamentals. It's important to respect this.
The bottom line: it’s OK to use AI as part of the job application process. We recognise the benefits and encourage you to use it to improve the structure of your writing, guide your preparation, and help you communicate more clearly. That said, use AI thoughtfully. Make sure your application still reflects your voice, your experience, and who you really are.
For more tips on applying and what to expect during each recruitment stage, visit our Recruitment Process page.
