Daikin partnered with ResourceBank to recruit the next generation of service engineers through its early careers apprenticeship programme. Facing rising application volumes and low candidate differentiation, ResourceBank introduced an AI-enabled, candidate-first approach—improving both efficiency and experience.
“When you’re working with candidates who are completely new to recruitment, the process has to feel supportive—not intimidating. This approach has created a more natural and accessible experience, while still giving us the insight we need to identify potential.”
Recruiting apprentices aged 15–16 presents unique challenges:
High volumes with little differentiation between candidates
Minimal CV content, limiting traditional screening
Candidates with no interview experience
Low engagement with formal video interview tools
At the same time, growing volumes reduced recruiter capacity for meaningful interaction.
ResourceBank redesigned the process using Hubert’s conversational AI screening.
This enabled:
A more natural, conversational assessment experience
Flexibility for candidates to complete in their own time
Consistent, skills-based evaluation
Delivered through a Hi-Tech, Hi-Touch model, AI supports screening while recruiters remain central to decision-making and candidate support.
Improved engagement and completion rates
A more accessible, less intimidating experience
Better quality shortlisting insight
Increased recruiter capacity for high-value interaction
Let’s have a chat to find out how we can best streamline your recruitment process with intelligent automation.