Stephen Isherwood, joint CEO of the Institute of Student Employers (ISE), shares some of the key trends from this year's Student Recruitment Survey
The ISE Student Recruitment Survey 2025 offers the most comprehensive insight into the evolving landscape of graduate and school leaver hiring in the UK, drawing on data from 155 employers who collectively managed over 1.8 million applications and hired more than 31,000 students.
As technology, policy, and social priorities continue to reshape recruitment practices, this year's findings highlight key trends in assessment integrity, EDI, and academic entry requirements. It reveals how early careers employers are adapting to a rapidly changing environment.
1. Ensuring integrity in assessments
The development of and increased access to AI is having major implications for the student recruitment market and employers are placing increasing emphasis on fairness and transparency in assessment and selection processes.
AI and other digital tools, such as LinkedIn's Easy Apply, are making it quicker and easier for students to apply for more jobs. Over the last couple of years, graduate employers have seen applications rise to nearly double with the average vacancy now receiving 140 applications.
Technology is also being used by students at later stages of the recruitment process. Prospects Early Careers Survey 2025 showed that one in ten students used AI to complete online tests or during interviews.
However, the use of AI by candidates during assessments has introduced new challenges in maintaining integrity. Compared with last year (22%), only 15% of employers in 2025 reported that they had never suspected or identified cheating in assessments - indicating that suspected misconduct is becoming more common.
Furthermore, the proportion of employers who said they frequently encountered cheating more than doubled, rising from 7% last year to 15% this year. The most commonly reported form of misconduct was candidates using AI during interviews without disclosure or permission, cited by 61% of respondents.
While most employers have strategies to detect or address misconduct, 30% reported they did not have any approach to do this. Among those with measures, the most common were the creation of cheating prevention guidelines and policies (33%) and the use of time limits on assessments (29%).
This is likely to continue to be a hot topic while both candidates and recruiters explore the possibilities and drawbacks of AI further.
Despite the heightened public debate about equity, diversity, and inclusion and changes in policy from the US government, most ISE members remain committed to initiatives.
2. Commitment to EDI
Despite the heightened public debate about EDI (Equity, Diversity, and Inclusion) and changes in policy from the US government, most ISE members remain committed to initiatives.
Two thirds of employers reported no change in their commitment. A further 13% are maintaining commitment but reviewing practices (e.g. reporting), while another 13% are increasing their focus. Only 7% are actively reassessing their stance on EDI and just 1% reported reducing their commitments.
This suggests that, while some employers are adapting to changing contexts, EDI remains a core priority across much of the UK employment landscape. Developments in the US have had limited impact on UK student recruiters' overall, despite some wider reports that UK businesses would follow the shift in US policy.
It's encouraging that the majority of respondents to the survey remain steadfast, and a notable proportion are either reinforcing or fine-tuning their approach. ISE will continue to explore this area with a survey devoted to EDI later in the season.
3. Reduced academic barriers to jobs
While competition for jobs is driven by fewer roles and students' access to new technology, many employers have also reduced barriers to applications by not stipulating minimum A-level grades.
This year's survey found that most employers (77%) set some minimum requirements that a candidate must have to be able to apply for the role. Having a degree remains the most common requirement, with 47% of employers specifying a 2:1 degree and 20% accepting a 2:2 degree.
However, since 2015/2016, graduate employers have steadily reduced their reliance on strict academic entry requirements.
The proportion of organisations requiring specific A-level grades has dropped from 26% in 2015/2016 to just 13% in 2024/2025. Meanwhile the share demanding a 2:1 degree has fallen from 71% to 47% over the same period. At the same time, the proportion with no minimum entry requirements has more than doubled, rising from 11% to 23%.
ISE data from the last three years suggests that this trend may be plateauing, with only marginal changes since 2022/2023. This stabilisation could indicate that employers have reached a new equilibrium between maintaining academic standards and broadening access through skills- and competency-based recruitment.
As early careers recruitment continues to evolve, our 2025 survey highlights a sector in transition - balancing technological innovation with fairness, reaffirming commitments to EDI, and reassessing traditional academic barriers.
The early careers market is challenging for all stakeholders. Our report contains a wealth of data and analysis, invaluable to employers, universities and suppliers trying to navigate the complexity of a market in flux.
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