As artificial intelligence (AI) usage continues to gain traction in the workplace, it is crucial to keep the human touch at the forefront, especially when it comes to your hiring process. At Dahl Consulting (DAHL), our tagline, It’s the People, is the key driver for everything we do. While we understand that the need for efficiency is important to stay competitive, it is equally important to consider how these time-saving tools impact your employer brand and the candidate experience.
In this article, we’ll explore the pros and cons of AI usage in the hiring process, the growing concerns surrounding candidate and recruiter reliance on automation, and practical guidance on how to strike a better balance between speed and connection.
The Upside of AI: Smart, Streamlined Hiring
It is undeniable that the power of AI can be monumental for streamlining recruitment. When thoughtfully implemented, automation can help reduce time to fill, eliminate repetitive tasks, and identify top talent more quickly. Many employers are turning to AI-driven technology platforms or add-on tools to handle resume parsing, interview scheduling, candidate assessments, phone screenings, and even onboarding. Approximately 88% of companies already use AI technology for candidate screening, and 65% of recruiters are now using AI in some capacity during the recruitment process. These already high statistics are only expected to continue growing in the coming years. Utilizing these tools can help recruiters keep up with high application volumes and focus their energy on the more human aspects of the hiring process. Additionally, when properly configured, AI can help eliminate human biases, leading to more equitable hiring outcomes.
As a result of an improved hiring process facilitated by AI tools, companies can reduce the cost-per-hire by 30% or more. According to aptahire’s ROI breakdown, this equates to thousands in savings per hire by shortening timelines, cutting advertising spend, and avoiding costly mis-hires. These tools not only streamline recruiting operations but also scale efficiently, making them a smart investment for growing businesses.
The Human Cost: When AI Technologies Go Too Far
Despite its benefits, AI can quickly create a disconnected candidate experience when relied upon too heavily. Candidates often report feeling as though their applications disappear into a void, with no communication, feedback, or human interaction. Automated messages can also come across as either cold or vague. The rise of the virtual hiring process has fueled the decline of the candidate experience, as satisfaction rates have continued to tank in recent years.
Many candidates are also concerned about the extent to which AI is being used to make employment decisions. According to a recent ServiceNow survey of over 1,000 people, nearly 70% stated that they are uncomfortable with AI making hiring decisions and reviewing resumes. The majority also expressed a desire for companies to be upfront about when and where AI is being used in the hiring process. A lack of transparency erodes candidate trust and may discourage top talent from engaging with your brand. Over time, an overly automated hiring process can create the perception that people are being replaced by technology or that your organization does not care enough to form authentic connections, sending the wrong message about your workplace’s culture.
Lastly, artificial intelligence systems are only as effective as you train them to be. Rigid algorithms may unintentionally filter out qualified candidates who don’t perfectly match keyword criteria or make biased decisions. It is crucial for companies to establish guidelines and protocols that ensure efficiency goes hand in hand with ethical hiring practices.
Two Sides of the Same Coin: Candidates Are Using AI, Too
Employers aren’t the only ones using automation to accelerate the hiring process. Job seekers are increasingly relying on AI tools to help them submit applications en masse, often using generative AI to tailor resumes or craft cover letters for roles for which they may not be qualified. In a recent 2024 “State of Job Hunting” report from Greenhouse, 38% of job seekers admitted to “mass applying” with AI, flooding employers with resumes and prompting a 26% spike in recruiter workload. Additionally, LinkedIn data revealed AI-generated applications have driven a 45% increase in application volume, equating to around 11,000 submissions per minute.
While efficient on the surface, applicants’ overuse of AI creates a flood of mismatched applications, making it harder for hiring managers and recruiting teams to identify strong candidates. Ironically, this encourages even more automation from employers to sort through the noise, creating a feedback loop of disconnection on both sides. In many cases, both employers and candidates prioritize speed over relevance, authenticity, and human connection.
Striking a Balance for Tech-Assisted, People-Driven Hiring
To deliver a stronger candidate experience while maintaining hiring efficiency, organizations must treat AI as an enhancement, not a replacement, for human decision-making. Below are key practices to help employers find the right balance between automation and authentic connection:
- Use AI as a Tool, Not a Takeover
AI should assist with repetitive or high-volume tasks, but the most critical hiring moments, such as resume reviews, interviews, offer negotiations, and onboarding, deserve a human touch. Leverage automation to gain efficiency, but keep people involved where empathy, nuance, and personal connection are essential.
- Identify Where AI Can Have the Greatest Impact
Before rolling out or expanding AI tools, assess where they can offer the most value within your hiring process. Map out your current recruitment workflow and identify pain points, capacity gaps, or inefficiencies. Consider these questions:
- What steps in our process consume the most time or cause the most friction?
- Which tasks could be automated without compromising the candidate experience?
- How well does our current tech stack support the integration of new tools?
- What KPIs (e.g., time-to-fill, candidate satisfaction) could AI help improve?
- Ensure Human Oversight & Audit for Bias
Like people, AI systems are not perfect and can make mistakes. To mitigate the risk of bias or exclusionary filters, companies should regularly audit their hiring technologies for fairness and accuracy. Establish checkpoints in your process where hiring teams review AI-driven decisions to confirm alignment with diversity, equity, and inclusion (DE&I) goals, as well as Equal Opportunity Employer (EOE) and compliance-related objectives.
- Build AI Policies & Provide Internal Training
Clear internal guidelines are crucial for ensuring the consistent and responsible use of AI. Human resources (HR) teams, hiring managers, and recruiters should be trained on how AI tools function, where they are integrated into the hiring process, and how to interpret their outputs effectively. Creating formal policies around AI usage promotes accountability and ensures all stakeholders are aligned on best practices.
- Promote Transparency With Candidates
Candidates value honesty and fairness. Communicate where and how AI is used in your hiring process, from resume screening to interview scheduling, and provide applicants with the opportunity to opt out of AI-led interactions when possible, such as automated screening calls or assessments. Transparency builds trust and enhances your employer brand.
By tailoring AI usage to your organization’s specific needs, you can ensure its impact is both strategic and sustainable.
Connection Still Matters
Artificial intelligence and automation are here to stay, but the most successful companies will be those that integrate these tools without losing sight of the human experience. At DAHL, we believe the best hiring outcomes are driven by people-first thinking and supported by innovative technology, not the other way around. When employers prioritize both efficiency and empathy, they create an environment where talent feels seen, heard, and valued.
Ready to partner with a staffing agency that keeps the human connection at the heart of hiring? Reach out to our employment experts today.