Hosted by Hubert, the session at the IHR early careers conference Manchester 2026, brought together early careers leaders include Resourcebank’s Ed Longhurst, recruitment account manager for Daikin UK, to discuss how organisations can respond to record application volumes, changing candidate behaviours, and increasing pressure on recruitment teams
The Challenge: High Volume, Low Differentiation
As highlighted during the session, early careers recruitment has fundamentally changed. Employers are now facing:
- Dramatic increases in application volumes
- Candidates with limited or no CV experience
- A growing reliance on AI-generated applications
- Difficulty differentiating talent at the top of the funnel
For Daikin, this challenge is particularly acute when hiring apprentices aged 15–16, many of whom are experiencing recruitment processes for the first time.
A Better Experience for Early Talent
During the panel, Ed shared how ResourceBank and Daikin have transformed their approach by introducing Hubert’s conversational AI screening.
Rather than relying on traditional, high-pressure video interviews, the new approach allows candidates to:
- Complete their assessment in their own time
- Start and stop the process when needed
- Engage in a more natural, conversational format
This shift has been critical in reducing anxiety and creating a more inclusive experience for younger candidates.
Hi-Tech + Hi-Touch in Practice
A key theme of the session was the importance of balancing technology with human insight.
As discussed on the panel:
- AI is used to structure and enhance early-stage assessment
- Recruiters remain central to decision-making and candidate engagement
- The focus is on supporting—not replacing—human judgement
This aligns with ResourceBank’s Hi-Tech, Hi-Touch model, ensuring efficiency gains never come at the expense of candidate experience
Real Results
The introduction of AI-enabled screening has delivered measurable improvements, including:
- Increased candidate completion rates
- Improved engagement from early careers applicants
- Greater consistency and fairness in assessment
- More time for recruiters to focus on high-value interactions
Responsible AI in Action
The panel also explored what “good AI” looks like in practice, emphasising:
- Transparency with candidates
- Consistency in assessment
- Human oversight in all decisions
- Fair and explainable processes
As highlighted during the discussion, AI should enhance recruitment—not automate it entirely .
Looking Ahead
The session concluded with a clear message:
AI is already reshaping early careers hiring—but the organisations seeing the greatest success are those using it to improve experiences, not just efficiency.
For ResourceBank and Daikin, this journey continues—combining innovation with a deep commitment to candidate care.
Contact us using the form below for more information on how we can help improve your Early Careers recruitment.
Huge thanks to Hubert for bringing us together for such an important discussion. With application volumes climbing, it’s more vital than ever to ensure AI enhances—not replaces—the human side of recruitment. It was a pleasure sharing how we’re putting this into practice at Daikin
