How organisations are leveraging AI for recruitment

Artificial intelligence (AI) tools, such as ChatGPT, Copilot and Gemini, are becoming increasingly popular in recruitment. Although only around one fifth of SMEs and public sector organisations are utilising the technology, this figure is quickly rising, especially when employers are reporting more than a 60% increase in hiring efficiency.

Streamlining

One of AI’s primary benefits in recruitment is its ability to automate and streamline the traditionally labour intensive recruitment process. Sifting through high volumes of CVs, for example, can be overwhelming as well as time-consuming for recruiters.

Natural language processing (NLP) algorithms can sift and rank CVs in a fraction of the time based on specified criteria – analysing experience, skills and qualifications. This also reduces the risk of candidates being overlooked – a risk if recruiters become fatigued by large volumes of applications.

Interviews can be self-scheduled by candidates using software synced to the recruiter’s calendar, removing the need for back-and-forth email exchanges. Using AI tools in these ways can accelerate the initial stages of the recruitment process, resulting in reduced hiring times, increased capacity of recruiters, and less business disruption caused by vacancies remaining unfilled.

Experience and engagement

A quicker, more efficient recruitment process also improves candidate experience and engagement.

Research by the Society for Human Resouce Management (SHRM) suggests 60% of candidates withdraw their application due to a lengthy or complex hiring process. Not only does this risk missing out on the best talent, it can cause reputational damage (particularly in the age of online review platforms).

That said, there is a balance to be had between fostering candidate engagement through a timely process and through forming deeper, human connections. A recruitment process which over-relies on AI tools at the expense of a “human touch” could be off-putting for candidates. While self-scheduling interview software is commonplace and uncontroversial, candidates may be less impressed by being interviewed by Siri.

The human touch

On that note, preserving a “human touch” within recruitment is also essential from the employer’s perspective. AI is less adept at evaluating the less tangible but equally important soft skills, such as communication, empathy and creativity, as well as cultural fit.

For this reason, any deployment of AI into the recruitment process should leave room for the recruiter’s valuable human judgement. AI should be viewed as a tool to support recruiters, rather than replace them. In fact, allowing AI to do the “heavy lifting” can increase capacity for recruiters to focus on fostering deeper connections and finding the right hire.

Safeguards for candidates and employers

Although the use of AI in recruitment can present great opportunities for onboarding new talent to an organisation, employers must be mindful of potential risks with adopting this new approach.

Firstly, there is the matter of personal data – not new to recruitment processes, but consideration has to be given to allowing third party sources access to candidate data. In addition, an employer needs to be sure that the tools they are using are in no way discriminatory on grounds of sex, race, disability etc. otherwise they expose themselves to potential litigation risk. The UK Government published guidance in March 2024 titled Responsible AI in Recruitment which highlights some of these risks and potential considerations.

Conclusion

Employers can best leverage the benefits of AI tools in their recruitment processes where they are used in a balanced way that preserves – or indeed, enhances – the essential human touch required to foster meaningful relationships and evaluate soft skills. Consideration should be given to how best to utilise the tools for their needs, but ensuring appropriate safeguards are in place for both potential candidates and the business itself.