The rise of applicant tracking systems in the 2010s made recruitment truly digital, offering new ways to screen applicants, improve communication, and track progress.
Now, we are in the early days of AI adoption, which may arguably lead to even larger changes to recruitment processes. Most tools are currently directed at improving efficiency, but some tools look to transform parts of the recruitment process.
Applicants are using AI to help apply for multiple jobs in no time, increasing the number of candidates for each opening. To avoid drowning in applications, recruiters must embrace innovation and adapt their processes, using AI where it makes sense.
This blog is written to explore how AI tools may elevate a recruitment process. Hopefully, it sparks some ideas for innovation in your next hiring process!
Writing job descriptions is like online dating – you want to be appealing without overpromising. AI can help! Some tools save time, while others can help you create a job post that’s broad enough to attract diverse talent but precise enough to avoid a flood of mismatched applicants.
As most of you probably know, LinkedIn offers AI-generated job posts. This may have been the first AI tool some recruiters tried out. But let’s be honest, it may save you some time on the initial draft– but it is hardly a gamechanger.
Sure, AI-generated job posts save time, but if they’re a wall of corporate jargon and subtle biases, what’s the point?
Tools like Develop Diverse actually help you attract a wider, better pool of candidates.
Now, onto the biggest time thief in recruiting: sorting through a sea of resumes and applications.
This is where AI tools can save recruiters from drowning in PDFs and, in some cases, help applicants stand out - even if they don’t perfectly match the job description.
AI resume summaries may save time, but they won’t help build a more diverse workforce or improve the applicant experience.
The whole idea of filtering people out based on a one-page summary is flawed. What if someone is a perfect fit but doesn’t have the exact buzzwords in their CV?
That’s why solutions such as Fairec give candidates a chance to shine in a personal screening interview and provide much needed context to their one-pager or CV. It’s about evaluating the applicants and their genuine skills, not just their past job titles.
Interviews - this is what managers and recruiters excel at! Candidates meet the hiring manager or recruiter, and that famous “gut feeling” kicks in.
Some tools may provide solutions for pains, but in my opinion, we should be cautious about inserting AI into this part of the hiring process.
Most applicant tracking systems (ATS) now come with AI-powered scheduling tools - no more “does Tuesday at 3 PM work for you?” back-and-forth emails. Let an AI handle this for you.
Unlike the previous stages, this is where human connection really matters. No AI (yet at least) can replace the personal touch of an interview - the ability to read between the lines, gauge chemistry, and see if the candidate truly fits the role and company culture.
AI should support this step, not change it. In my opinion, the best thing AI can do here is remove the admin work - handle scheduling, send reminders, and maybe help with notetaking. But when it comes to choosing the right person? That’s still up to humans, and that’s how it should be.
The hiring process doesn’t stop at signing the offer letter. AI can also help new hires get up to speed faster.
Many HR platforms offer AI-driven onboarding checklists that make sure employees complete paperwork, watch training videos, and meet their team.
Checklists make sure things get done, but Learningbank actually helps employees feel like they belong and learn in a way that’s engaging and effective. And let’s be real - no one wants their first week to feel like a never-ending form-filling marathon.
Efficiency boosters are great - who doesn’t want to spend less time sifting through resumes or scheduling interviews? But the game changers don’t just make hiring faster; they make it better, fairer, and allow more time for people to interact with people (ironically, with AI’s help).
So, if you’re looking for AI tools in recruitment, I hereby challenge you not to settle for automation. Look for solutions that actually improve the process - whether that’s by removing bias, giving candidates a fairer chance, or making onboarding feel less robotic.
And hey, if you’re curious to learn more about Fairec, let’s talk!
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