We recently conducted a two-week LinkedIn poll, asking our network of job seekers and talent professionals how they feel about artificial intelligence (AI) in recruitment and hiring processes. The results were surprising!
Over the last few years, AI has been working its way into many stages of the recruitment process, and feedback has been overwhelmingly mixed. Inconsistencies in industry reports make it challenging for organizations to commit to AI investments and for job seekers to know how to effectively and efficiently approach their job search. The goal of this article is to share what we’ve learned, shed some light on the dos and don’ts of AI in hiring, and ultimately help our network make the best decisions for their businesses and careers as we enter 2025.
What We’ve Learned
As a staffing agency, it is our responsibility to stay up to date on current and projected trends, best practices, and industry news within recruitment and the workplace. That, paired with our staffing services, is how we provide the best value to our clients. When information is inconsistent, like AI’s presence in recruitment, we do some research ourselves.
Between our LinkedIn poll and conversations with our clients, both candidates and employers, we’ve learned that an overwhelming majority don’t love AI in the recruiting and hiring process. As shown in the image below, almost three-quarters of respondents are not fans, and just under 25% are neutral. While we weren’t expecting an overwhelming amount of support for AI, less than 5% was a shock.
In conversations with our clients, feedback points to frustration more than anything. Candidates feel they can’t get their resumes past ATS systems and into human hands. At the same time, employers are missing ideal talent lost in the AI abyss. If the goal of AI is to make the process easier, faster, and more efficient for all parties, something isn’t right. Additionally, there is an air of impersonality and laziness regarding AI-conducted screening and interviews and AI-generated resumes and outreach. Overall, the benefits are currently not outweighing the risks.
Hiring is meant to be a personable process, especially given the rise in demand for employee wellbeing and inclusion. The umbrella function is HUMAN resources; taking humanity out of it is counterproductive and counterintuitive.
So, What Does This Mean?
Well, what it doesn’t mean is that all AI should be canceled and considered a thing of the past. When you look at the big picture and how the world has evolved, there is no question that AI can bring invaluable benefits to our lives IF and WHEN it is used appropriately. So, we must change the way we use these tools.
Consider adopting this mentality: embrace, don’t replace! Whether you’re job searching or hiring, let AI systems help you streamline and get the process off the ground, but don’t let it take away the human aspect and push you into the background. Here are some ways to effectively use AI:
Employers
- Automate messaging to immediately respond to a candidate’s application while you take time to review the resume. Then, follow up with a personalized invitation to interview.
- Harness AI’s ability to immediately process large amounts of data, quickly identify trends, and make data-driven decisions.
- Amplify your sourcing power to expand your reach, remove unconscious bias, and identify candidates with a skill set that matches your needs. A second set of “eyes” can never hurt!
- Save valuable time by allowing genAI to write captivating, unbiased job descriptions.
Job Seekers
- Get your resume off the ground by using genAI as a starting point. This can help you organize your background and skills and structure your experience into a professional and readable format.
- Upload job descriptions into ChatGPT to identify vital keywords that should be reflected in your resume. This will help grasp the recruiter’s attention or flag the ATS as a match.
- Utilize LinkedIn’s AI message generator to help formulate a compelling outreach to a hiring manager or recruiter, ensuring your message stands out.
- Conduct a spelling and grammar check on your resume, cover letter, and emails using platforms like Grammarly.
When considering advanced tools like artificial intelligence, balance is the key. Yes, AI can save valuable time and streamline processes, but personalization, empathy, and genuine connection are at the heart of successful hiring and job searching. Commit to using AI as an assistant and a compliment to human expertise and ensure these processes remain dynamic, authentic, and impactful.
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