AI Is Not The Enemy!

Steve Lowisz

Artificial intelligence isn’t the first disruption in the recruitment industry. Recruiting changed forever thanks to the emergence of job boards around twenty years ago. Were some individuals panic-stricken by the change? Maybe, but the disruption was a good one.

Now, with artificial intelligence evolving by the day, the recruitment industry is rocked yet again. But just like before, this disruption might not be all that bad.

Let me explain.


Manually screening resumes can be one of the most time-consuming parts of a recruiter’s job, especially since up to 88% of the resumes are unqualified for the role. Completing phone screens, scheduling phone interviews, and scheduling in-person interviews takes up even more time.

Now, take a second and think about how helpful it is to have AI take over hours of this menial sourcing, screening, and scheduling. It can uncover existing talent buried deep within ATS/CRMs, scrape data from external job boards and social media, and deliver some of the best candidates in record time.

With all the benefits, it looks like AI is here to stay. However, industry leaders don’t entertain the idea that AI will completely replace recruiters. Instead, they see it as an enhancement to the recruiting process; an extra layer to make it all more efficient.

An important benefit of artificial intelligence is its accessibility to data and how it can help with decision-making. When AI pulls targeted, objective candidate information, recruiters can then use that data to decide next steps much sooner than they ever could without it.


Regardless of how incredible it may be, AI is a machine. As such, we will always need humans to play a part in the recruiting process. Once recruiters have a list of pre-screened candidates and pre-scheduled interviews, they can focus on the most important piece of the hiring process: building a relationship.

Candidates can fill out personality assessments and online applications, but who’s to say they’re being honest? What if online applications don’t give us the full picture of a candidate? Surprise: they don’t.

These are conversations that need to be had with another person. Plain and simple. It’s a big risk to place a candidate in a role without communicating with them and learning their drivers, not just as employees, but as people.


We all know that diversity in hiring is a hot topic. Fortunately for recruiters, the goal for AI is to avoid being bogged down by interview or hiring biases. Therefore, it can help broaden the talent pool and strengthen inclusion far more objectively than humans.

Although it has its flaws, AI is supposed to source candidates solely on skills and experience. It doesn’t take into consideration the sound of a candidate’s voice, the design of their resume, their names, or most other subjective biases humans inject into the hiring process.


Here’s another well-known fact: communication between HR/recruiter and candidate is poor, and it’s not because they aren’t doing their jobs well; it’s because they’re so darn busy!

The result: A ton of candidates never hear back from employers, recruiters, and/or HR. If there’s one thing that makes candidates feel like they’re just a number, it’s that.

Recruiters, don’t be afraid of AI; embrace it. It can help you do your job more efficiently. It can lower your stress levels and decrease the amount of time you spend slaving over mind-numbing tasks. Artificial intelligence gives recruiters the opportunity to focus on candidate experience and placing high-quality candidates in the right roles.

Recruiters, AI makes your life easier.