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Artificial intelligence in recruitment - Non-profit sector 2025

Job seeker usage is outpacing organisational adoption


We surveyed job seekers and hiring managers within non-profit organisations on their use and thoughts on AI within recruitment. The findings highlight mixed feelings and significant knowledge gaps, in part due to decentralised approaches and a lack of training. Encouragingly however,  there were also reports of several benefits it can bring, such as streamlining processes, saving time, and improving the candidate experience. Unsurprisingly, there were significant ethical and privacy concerns echoed throughout by both jobseekers and hiring managers.

Thanks to our network, we have been able to delve into how AI is both advancing and disrupting non-profit recruitment. Read on for the key highlights and download the full report below.

Organisational AI use in recruitment

Although organisations, including ourselves, have experienced a surge in applications in recent months, driven partly by AI usage, the quality of these applications remains a concern for hiring managers. 

Many organisations are reporting challenges with being able to effectively screen and assess applications, often due to having fewer resources or less time.  

51%
Organisations have seen an increase in applications to roles advertised in the last 3-6 months
31%
Stated this rise is partly due to more applicants using AI
25%
Have not been satisfied with the quality of applications

Job seeker AI use

60%

Have used AI in their job application



38%

Feel it is fair for job seekers to use AI in any part of their job application

11%

Of job seekers reported being asked if they have used AI in a job application

40%

Of job seekers are not comfortable being transparent about using AI in their job application

I think routine tasks will eventually be devolved to AI platforms, which will potentially have an impact in staff training and retention given that more roles will be supervising the actions of AI. Work duplication risks are possible for those employers who do not trust AI, tasking junior members of staff who are fully onboard with AI to check and double check the work of the AI platform, thus lowering morale and creating staff retention issues. Conversely, the use of AI to fulfil the low level admin of a role function, will impact the training progression route for junior staff who will not have the depth of knowledge required for more senior roles within the same function. This will potentially lead to senior roles not understanding the low level functions, causing major issues if the AI system fails for any reason.
Head of, Fundraising & Development Respondent to survey
I think everyone has the right to access any AI tool they wish to support their application, as everyone can access this if they wanted to - like me, I really wanted the job I am in, but sometimes struggle to evaluate myself positively and sell myself well at interview, the use of Chat GPT really helped highlight my skills in a positive way, as I often sell myself short. This allows some people a fair access to an interview that would otherwise be unsuccessful in getting due to their quiet nature, weakness in selling themselves etc. If AI wasn't available and in the past I would be asking colleagues and friends to assist with my application, but quite often found this was difficult if they did not understand the job I do, or like me they were not very good at evaluating someone's skillset - also asking someone else to get involved takes up someone's time, AI doesn't and it's FREE!!
Senior Officer/Executive, Fundraising & Development Respondent to survey
AI is not all the way there yet in its development, it can and still does make basic mistakes. For example, when using to help fashion a CV, it produced results that said I had experience in fields of work that I had absolutely no relevant work experience. When pointed out to the AI model, it agreed and removed. It could easily make the same mistakes in the recruitment process - attributing or failing to recognise key skills in an applicant and they would not make it through.
Director Respondent to survey
If everyone uses AI to match to the job description, how will employers be able to see the 'real' good applicants? Automation is a victim of it's own success - 100s of job applications within hours of launching an ad. How can employers possibly work out who is good?
Manager Respondent to survey
I feel employers are massively forgetting that those who are awarded support via access to work is made up of AI assisting tech. I use it throughout my whole job but I also used it in job applications. Declining/ discriminating against people who use it well shouldn't be happening for those who disclose a disability.
Manager, Fundraising & Development Respondent to survey
Non-profit organisations are noticing the significant increase in people using AI tools and the difference in what was evident from the written application, compared with information provided in the interview, whether virtual or in person. We have to remember LLMs are examples of algorithmic learning, they never create something that isn’t already created, it is processing data (very fast) to give us an answer that is already out there.
Sean Fallows, Senior Consultant TPP Recruitment

Download the full AI in Recruitment Report - Non-profit sector - 2025 below for full insights into benefits, common concerns & best practices.

Woman thinking with symbols representing AI

Download our AI in Recruitment Report

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