The UK job market is undergoing one of its most significant shifts in a decade. Graduate vacancies have fallen sharply, down 33% year-on-year according to Indeed. This is a result of major firms cutting entry-level hiring and automate large parts of the work traditionally assigned to junior recruits. Combined with economic instability and rapid advances in AI, this has created what some commentators are calling a โjobpocalypseโ. ย Rohan Malhotra, Associate Head of Careers Services at ESCP London Campus looks at what the future of hiring looks like…
But despite the headlines, employers are still hiring. Theyโre simply hiring differently. Conversations with UK employers reveal a clear pattern. The job market is not shrinking, it is transforming, and candidates who understand these new expectations can position themselves far ahead of the competition. This past year, early Careers conversations have been centred around practical constraints.
The future of hiring: What’s expected of today’s job candidates
1. AI literacy is now a baseline expectation
Across consulting, banking, accounting, technology and even some creative sectors, employers are prioritising candidates who can use AI tools effectively at all levels. The conversation around AI has moved beyond tools alone, focusing instead on literacy, governance, and responsible use. This includes:
- generating insights using GenAI prompts;
- automating repetitive tasks;
- scaling output with AI while retaining human judgement and accountability;
- improving personal efficiency with AI-driven workflows
The candidates winning interviews today are those who combine traditional business capabilities with modern digital skills.
2. But human skills matter now more than ever
Interestingly, as AI-generated CVs and cover letters flood recruitersโ inboxes, employers say one thing clearly; authenticity stands out. Recruiters are increasingly valuing applications with a human touch, whether thatโs tone, storytelling, or self-awareness, because they are tired of reading near-identical AI-written profiles.
Soft skills such as creativity, critical thinking, resilience, and leadership are becoming key differentiators. A compelling application today is one that uses AI as a tool, not a ghost-writer, so make sure your voice is still leading the narrative. Before adopting AI, ask yourself โwhat does AI enabled work look like in practice, not just in principleโ? Use that to guide your use of the tools.
3. Industries are adopting AI unevenly but the direction is clear
Some sectors are transforming faster than others. The biggest changes are happening in consulting, accounting, and law firms, where a lot of the tasks typically handled by graduate recruits, can be automated. For now, itโs less evident in other industries. For example, the luxury and creative sectors are still heavily people-driven and rely on human creativity.
Even where adoption is slower, understanding the impact of AI on sustainability, productivity or customer engagement is increasingly important. Candidates who can speak confidently about this shift make a stronger impression.
4. You have 10 seconds to make an impression
With application volumes rising, hiring teams often form their first judgement in seconds. One of the simplest ways to stand out is through a concise personal summary at the top of a CV clearly showing how you meet the most essential criteria in the job description, whether itโs speaking multiple languages, prior experience, education level, when youโre available to start, or even right to work.
Having that instant โmatchโ with the job criteria will, nine times out of ten, be enough to get your CV in the consideration pile, or at least ensure an instant mental tick and that the recruiter continues reading to find more matches.
5. The future of recruitment will be more personalised and interactive
Traditional careers fairs and employer stands are becoming less effective in a world where companies want targeted pipelines and curated talent access. Employers increasingly prefer two-way conversations rather than one-sided assessments, and opportunities to engage with talent earlier in the academic cycle.
Gen Z candidates also expect recruitment to be values-driven and reciprocal. Theyโre interviewing companies just as much as companies are interviewing them. Employers who cannot demonstrate culture, flexibility and purpose risk losing early-career talent within the first two years.
The bottom line: The future of hiring will bring different expectations, not fewer opportunities
The future of work is not defined by fewer opportunities but by different expectations. The candidates who will succeed are those who combine technical competence with authenticity, digital fluency with creativity, and ambition with adaptability. The job market is changing, but for those who evolve with it, the opportunities remain vast.
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About ESCP Business School
ESCP Business School was founded in 1819, making it the worldโs oldest business school. Throughout its 200-year history, ESCP has remained committed to educating accountable, bold and creative leaders who launch trends, bring new solutions and initiate the codes of tomorrow.
ESCPโs six campuses in Berlin, London, Madrid, Paris, Turin and Warsaw are the stepping stones that allow students to experience ESCPโs European approach to management grounded in multiculturalism.
Every year, ESCP welcomes 11,000+ students and 6,000+ managers from 140 different nationalities. Its strength lies in its many business training programmes, both general and specialised (Bachelor, Master, MBA, Executive MBA, PhD and Executive Education), all of which include a multi-campus experience.
With innovation as its cornerstone, ESCP is accelerating academic research and business education to forge new pathways for a better future for all.
It all starts here www.escp.eu
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