How non-profits can adapt to AI-savvy job seekers

Over the past year, we’ve seen a subtle but significant shift in recruitment, driven not by employers, but by job seekers in the non-profit sector. Results from our AI in Recruitment – Non-Profit Sector 2025 report, indicates that artificial intelligence (AI) is transforming how people are applying for jobs and it is clear that job seekers are adopting AI tools far faster than the organisations hiring them.

This growing divide is creating new challenges for HR and recruitment teams as well as hiring managers, particularly in the non-profit sector where digital transformation is already somewhat lagging. If organisations don’t act now, they risk falling behind in ways that could affect fairness, efficiency, and ultimately, the quality of hires and with employment rights changes looming, getting the right people into the right roles, is even more critical than ever.

Job seekers are embracing AI, and why wouldn’t they?

Our research shows that job seekers are using AI tools like ChatGPT or other LLM’s (Large Language Model) tools to:

• Write tailored CVs and cover letters or supporting statements
• Optimise applications for applicant tracking systems (ATS)
• Prepare for interviews using AI-driven coaching tools

For job seekers, it’s about speed and scale. AI allows them to apply for more roles, more quickly, and often with more polished applications.  And in the current job-short market, this is understandable, if used in the right way it really can enhance the job application process.

But this also means hiring managers are increasingly reviewing content that may not reflect the job seekers own voice or genuine capability.  Many employers are anecdotally reporting to us that they are receiving near identical cover letters or supporting statements, which suggests this supporting information is not personalised or unique, which is exactly what it should be!

Organisations are playing catch-up

While job seekers are moving quickly, most non-profits are not. Few have formal policies or guidelines in place for dealing with AI-generated applications (only 10%). Many hiring teams aren’t even aware that the applications they’re reviewing may have been written by AI.

This lack of preparedness can lead to:

• Inconsistent hiring decisions - without clear policies, managers are left to make their own judgments.
• Ethical and fairness concerns - there’s a risk of bias or unfairness if AI is used without oversight.
• Missed opportunities - AI can streamline recruitment, but only if used after careful selection, deployment, training and monitoring.

What can non-profits do?

At TPP, we work closely with organisations every day, and we understand the unique pressures being faced; tight budgets, limited resources, a need to hire people who are mission aligned and seeking out skills that are in short supply. That’s why we believe taking a proactive approach to AI in recruitment is so important.

Here are five practical steps to help you respond effectively:

1. Start the conversation

Acknowledge that AI is already part of the recruitment process, whether you’re using it or not. Talk to your teams about what this means and how you want to respond.

2. Create clear guidelines or policies

Develop policies that outline:

• Whether AI-generated applications are acceptable.
• How to assess them fairly.
• What tools (if any) your organisation will use.

These don’t need to be complex, but they should provide clarity and consistency.

3. Train your hiring teams

Equip your staff with the knowledge they need to navigate this new landscape. This might include:

• Understanding how AI-generated content differs from human writing.
• Learning how to spot red flags (eg fake or imposter applicants).
• Exploring new ways to assess job seeker suitability beyond the written application.

4. Focus on skills and substance

To get a clearer picture of a job seeker true abilities, consider incorporating:

• Skills-based assessments, structured and competency-based questions.
• Task-based interviews, presentations and where feasible, at least one in-person stage.
• Consider scrapping the requirement for cover letters or supporting statements - replace it with specific skills or experienced based questions that require more personalised responses.

These approaches help level the playing field and reduce reliance on written materials that may have been AI-assisted.  

5. Be transparent with job seekers

Let applicants know how you’re approaching AI in your recruitment process.  Outline your approach to assessing applications where AI may have been used, this can be done by including a statement in your job adverts. Transparency builds trust and helps manage expectations on both sides.

The future of AI in recruitment

AI is not going away, its role in recruitment will only develop further and faster. But that doesn’t mean we need to fear it. With the right approach, AI can help us, and job seekers have a better recruitment experience, with positive outcomes for everyone.

At TPP, we’re committed to helping non-profits navigate this shift. If you would like to talk to us about your experiences or challenges, contact us on 020 7198 6000 or email info@tpp.co.uk.
 
 You can read our full report here.