The media often discusses how artificial intelligence (AI) might make many jobs redundant, but should recruiters fear this technological shift? Or can humans and machines work together to create a more effective recruitment industry?
What AI is Good At
“AI won’t replace the recruitment industry,” says one industry leader. “But companies are increasingly seeking innovative technology to speed up the process.”
Today, one of the most common uses of AI in recruitment is matching skills listed in CVs with those required for a role. For example, if “accounts payable” appears in both a job requirement and a resumé, AI can quickly identify and shortlist the candidate. Five years ago, this task would have required a consultant to manually read each resumé.
Without filtering tools, recruiters would be overwhelmed by applications. However, technology has also made it easier for candidates to apply to multiple jobs with minimal effort, often resulting in unsuitable applications. This is where AI can help by streamlining the screening process.
AI also excels in sourcing passive candidates. Tools that use machine learning can identify individuals who may not be actively job-hunting but have been in their current roles long enough to consider a change.
Rise of the Bots
Bots, or automated web tools, play a growing role in recruitment. Career page bots or those on recruitment websites are particularly useful for answering candidate queries.
“I could spend all day responding to these questions,” one recruiter notes. Bots provide instant responses, saving valuable time.
Additionally, bots can:
Help candidates self-assess their suitability for a role, reducing irrelevant applications.
Encourage hesitant candidates to apply, even if they feel underqualified.
Suggest alternative roles or opportunities for candidates to submit CVs for future consideration.
This approach enables recruiters to build a talent pool for long-term hiring
The Human Touch
“Recruiters and clients value meeting candidates in person,” explains one recruitment expert. “Soft skills like empathy, sense of humour, temperament, energy, and creativity are crucial, and AI cannot assess these.”
Cultural fit remains vital, as machines cannot evaluate how a candidate’s personal attributes align with a workplace’s culture. AI might miss details such as promotions or personal projects that demonstrate initiative and growth.
While AI can take over many administrative tasks, recruiters should be cautious about relying entirely on automation. For example, automatic reference checks often lack the nuance needed to explore deeper insights.
The Future of AI in Recruitment
In the future, AI could enhance the recruitment process by focusing more on client needs and defining what success looks like in a role. With tools to assess and measure success, organisations can maximise recruitment efficiency and reduce hiring risks.
Automation is especially effective for bulk screening of applications for low-skilled roles, where machines can complete shortlisting in hours rather than weeks. However, for higher-level roles, human judgment remains essential.
Keeping it Simple
As AI and technology continue to develop, the role of recruiters will evolve. Instead of focusing on administrative tasks, recruiters will act as coaches, mentors, and advisors.
“Our role will become more about guiding candidates to craft their stories and enhancing their journey,” notes one expert.
By offering constructive feedback to unsuccessful candidates, recruiters can turn rejection into a learning opportunity. “If 99 per cent of the time we’re saying ‘no,’ we should use that as a chance to provide value. This approach will benefit the entire industry.”
AI and recruiters working together have the potential to revolutionise the hiring process. By automating repetitive tasks and focusing on the human aspects of recruitment, the industry can become more efficient, effective, and empathetic.
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