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AI. It’s everywhere. Writing job ads, screening CVs, it's even starting to conduct interviews (click that link to be taken to a TikTok video of AI being used poorly in an interview — it'll give you a giggle).
Truth is, AI really is reshaping recruitment. From speeding up hiring time to helping employers find the best candidates without trawling through 150 irrelevant CVs. But (and this is important), it’s not replacing recruiters with robots but it can help make good recruiters better.
1. Faster, Smarter Screening
AI can scan thousands of CVs in seconds. It doesn’t get tired. It can rank candidates based on keywords, skills, and experience, and flag those who actually meet the criteria.
But it’s only as smart as the data it’s trained on. So if your job description is vague, outdated, or full of corporate mumbo-jumbo, AI will still struggle. Garbage in, garbage out.
✅ Use AI to help filter, but still rely on human judgement to spot the gems that don’t tick every box but bring something extra.
2. Better Candidate Matching
AI tools now go way beyond keyword matching. They can analyse patterns — skills, experience, even tone of writing — to match candidates to roles they may not have considered themselves. This opens up possibilities for more inclusive hiring and spotting potential in less obvious places.
E.g.: A former teacher applies for a customer success role. AI recognises their communication, conflict resolution, and organisational skills as a fit — even though “teacher” wasn’t on the list of target job titles.
✅ Smart tech helps us find smart people we might have otherwise missed.
3. Predictive Hiring? Kind of.
Some AI platforms are now offering “predictive analytics” — basically, trying to forecast who’s most likely to succeed in a role based on past hiring data.
It sounds slick, and it can help. But if we're being realistic, no algorithm can fully predict what makes someone thrive in your team, in your culture. People are messy, wonderful, complicated beings — not datasets.
✅ Use predictive tools as a guide, not gospel. Culture fit and human potential still matter.
4. Candidate Experience: Getting It Right
Used properly, AI can improve the candidate journey. Chatbots can answer FAQs at 10pm. Smart scheduling tools mean no more back-and-forth over interview slots. Candidates get updates faster. Everyone’s less frustrated.
But used badly? It’s a cold, automated nightmare where people feel ghosted by a robot. No thanks.
✅ Automation should enhance experience, not erase the human touch.
5. The Recruiter’s Role Is Changing (But Not Disappearing)
AI won’t replace recruiters. It’ll replace recruiters who don’t embrace it. The best in the business are using AI to streamline admin, uncover insights, and spend more time doing what actually matters, building relationships.
Hiring is about understanding people. Motivations. Nuance. Career goals. That’s the bit AI can’t touch. And that’s where human recruiters shine.
AI is shaking up recruitment in a big way and that’s exciting! Done right, it helps us hire smarter, faster, and fairer. But it’s not a silver bullet. It needs good data, smart users, and a healthy dose of human instinct.
So don’t fear it — use it. Learn where it adds value. And remember that no matter how fancy the tech gets, recruitment at its core is still about people. Always has been. Always will be.