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March 12, 2025
With any new technology that promises to increase efficiency and cut costs, there is the temptation to dive in head first and worry about the consequences later. This temptation should be curbed with AI, as there is still so much we don’t understand, and there are also obvious limitations to consider.
The use of AI in recruitment is increasing, but it’s not yet taking the role of HR professionals. Instead of thinking of it as a tool to replace human roles, it’s far better to think of it as a tool that will help to increase efficiency and allow hiring managers to make smarter choices.
If you’re thinking about leveraging AI within your recruitment plans, we’re sharing our top tips to help make this happen while still retaining the human touch.
Artificial intelligence is working its way into every corner of our lives. In a recruitment context, it is commonly being used to streamline and speed up the process. It might be used to create job descriptions, screen applicants, design proficiency tests, schedule interviews and even make hiring decisions.
This is certainly an exciting time for recruiters, as it offers the possibility of shifting focus from time-consuming administrative tasks and focusing on the human connection side of the role.
From a regulatory standpoint, there are considerations to keep in mind. For example, there is the fear that allowing AI to take over certain aspects of recruitment could lead to bias within the recruitment process.
AI promises to streamline processes that would have once consumed a lot of time for recruiters. By removing the need to complete tasks that are a drain on resources, recruiters and HR professionals can focus on more pressing tasks, such as improving employee retention.
Alongside greater efficiency, it’s also possible to make hiring decisions faster and smarter with the help of AI. It can summarise CVs, schedule interviews and manage communication with candidates. These steps can all help to improve the candidate experience, which will help to attract more qualified candidates to the company.
And finally, it can also help hiring managers to make smarter decisions. As humans, we are largely controlled by our biases and experiences, and will therefore look to hire candidates that are most similar to ourselves. By bringing AI into the recruitment process, it’s possible to make data-driven hiring decisions.
As mentioned above, AI needs to be managed with some level of caution. It’s essential for hiring managers to remain in control of the process to ensure no quality candidates are excluded for no reason. There is the potential for bad publicity if AI is seen to make incorrect hiring decisions.
Another issue with AI in recruitment is the potential for the large language model (LLM) to be trained on incomplete or biased data. When this happens, it will inevitably make decisions based on these biases, which could leave a company open to criticism and even subject to accusations of discrimination.
So, while we’re happy to see the rise of AI in the recruitment field, it’s essential that this is introduced in a way that remains under the control of HR professionals. This approach will also ensure that recruitment processes manage to maintain a human touch.
Rather than allowing AI to take over your HR department, it’s vital to retain a sense of the human touch within your recruitment practices. This will help to improve the candidate experience by ensuring they feel a connection with someone, and not just like they are going through an automated experience.
To achieve this, it’s essential to have oversight of how the AI is working. Those implementing AI in the workplace need to understand what it is doing and how they can check the process.
For example, if the AI tool is being used to select candidates for an interview, they need to be able to check which candidates are being rejected. If they spot highly qualified candidates being rejected while less qualified candidates are making it through, this should prompt a review of the system.
Some processes, like giving feedback after an interview, should really be left to a human. Although you might have tools such as AI dictation and summaries at work during interviews, this is no replacement for human insight. Even candidates that have been unsuccessful need to be treated well throughout the interview process to ensure your company reputation remains unblemished within your sector.
There’s no denying that AI is here to stay, but how you put it to work in your organisation will depend on your hiring objectives and long-term goals. What is important is that you don’t lose sight of the human side of recruitment, as this could lead to sterile communications and poor decision making that is driven by bias and a desire to cut corners.
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