Challenges in Graduate Recruitment Today

There are far more applications per graduate role, which makes it harder for individuals to stand out. Many applications look very similar, which strains recruiter budgets and time. The increase in low-quality or generic applications makes sorting candidates more difficult. Graduate unemployment remains somewhat elevated, though not as severe as during past recessions. What Employers & Graduates Are Saying • Employers feel overwhelmed by volume and similarity of applications • Graduates report frustration at applying to many roles without personal feedback or recognition • Some employers are reconsidering selection criteria, looking for signals beyond resume keywords • The cost—in time and money—of screening is rising for companies due to applicant influx What Graduates Can Do About It • Try to make applications more personal and specific to the company or role • Develop unique skills or experiences that differentiate you from generic applicants • Network and get referrals to bypass some of the early sorting/filtering stages • Seek feedback where possible and use that to iterate on how you present yourself Why This Matters in 2025 Job Market • Graduates entering now face a more saturated applicant pool, making distinction key • Employers may value non-traditional indicators (projects, portfolios, traits) more than ever • Networking and referrals are becoming more important as algorithms and bulk screening increase • Skills like communication, adaptability, and resilience are likely to help more than just credentials Conclusion The “Graduate recruitment: how bad is it?” article highlights that graduate job seekers are facing tougher odds because of volume, generic applications, and limited recruiter bandwidth. Success in this environment depends on standing out, building real experiences, personalizing applications, and using networks effectively.