A former UK cabinet minister claims AI recruitment software automatically rejected him for multiple job applications due to his lack of a university degree. David TC Davies, the former Welsh Secretary under Rishi Sunak’s Conservative government, has urged employers to reconsider the role of AI recruitment in hiring processes.
Many companies now rely on applicant tracking systems to filter and grade CVs before a human reviews them. However, concerns have been raised that these automated systems may filter highly skilled and experienced candidates who do not fit conventional educational criteria in AI recruitment.
The UK government has issued guidelines on AI recruitment, warning businesses “that at all stages, there is a risk of unfair bias or discrimination against applicants.”
Why Is Davies Struggling in the Job Market After Politics?
Davies left school at 16 and began working in his family’s haulage business before entering politics. He was elected to the National Assembly for Wales in 1999 and later served as MP for Monmouth for 19 years.
After losing his seat in the recent general election, Davies applied for several degree-level jobs outside of politics, only to face instant rejection. He believes the reason was his lack of formal qualifications, which AI recruitment systems automatically dismissed.
“Clearly, when you submit a CV, nobody human looks at them at all,” Davies said. “If you have a slightly odd CV, which I have, then you have no chance.”
Why Was Davies Rejected for Listing Rishi Sunak as a Reference?
Even when Davies managed to get past the initial AI recruitment screening, he encountered unexpected challenges. One multinational company asked him to provide details of his last boss.
Writing on LinkedIn, Davies shared his response to the application form:
“Name of last line manager?” – “Rishi Sunak.”
“Job title of last line manager?” – “Prime Minister of the United Kingdom.”
“Telephone number of line manager?” – “I have Rishi’s number but certainly wasn’t going to put it in the box. Result? Rejection!”
He joked that he might not have received a glowing reference even if he had listed Sunak’s contact details.
Why Is Transitioning to the Private Sector Challenging for Former MPs?
Davies was one of 175 Conservative MPs who lost their seat in the last election. As part of their departure package, they were entitled to a loss-of-office payment if they had served as an MP for at least two years, along with career guidance and CV-writing support.
However, transitioning from politics to the private sector has proven difficult for many former MPs. One ex-Conservative MP had earned just £575 since leaving Parliament.
How Do AI Recruitment Systems Overlook Diverse Talent?
Davies warns that AI recruitment tools could cause companies to overlook valuable candidates with unconventional career paths. One response to his CV suggested he was only qualified for an entry-level public affairs job.
“This is not a whinge, it’s not about me—it’s more for other people,” he said. “Not everybody has got a conventional CV that sees you working up the management ladder.”
He argued that AI recruitment software fails to recognize practical skills and life experience. He recalled his early days working in his family’s business, transporting goods across Europe before the advent of smartphones and satellite navigation.
“The skills needed to drive lorries across Europe before the days of smartphones and satnavs required a PhD in common sense,” he said, adding that such real-world problem-solving abilities were often wasted on AI recruitment application processes.
Why Do Hiring Practices Need to Be Smarter?
Now employed as Chief of Staff for the Welsh Conservatives in the Senedd, Davies remains concerned that AI recruitment software could harm companies in the long run by limiting workforce diversity.
“They’re going to recruit all the same sort of people—they’re going to end up with template people,” he cautioned.
As AI recruitment becomes more prevalent, critics like Davies argue that companies must ensure these systems do not unfairly reject competent candidates simply because they do not fit a standardized profile. He says employers should rethink their reliance on automated screening tools before they lose out on unique and experienced talent.
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