Artificial intelligence (AI) is reshaping recruitment in many ways, driven by the need to improve productivity by automating processes for sourcing, screening and shortlisting candidates.    

In an industry focussed on people, is there a conflict between the artificial and the authentic?  Here we look at the parts AI can do, and those it can’t.

There are lots of AI agents available for recruitment agencies and new ones appearing all the time; most recruiters are trialling and experimenting different tools to see which have a real impact on productivity, placements and, ultimately, profit. This can be time consuming and costly with no immediate benefit, but the recruiters who find and use the right AI tools to achieve the balance between AI and authentic human connection will be the long-term winners.  

AI Tools in Recruitment

Recruiters are increasingly using AI throughout the whole hiring process for:  

• CV analysis and screening - these tools automate early-stage filtering by reading CVs, extracting skills, and ranking candidates by matching CVs with a job description.
• Applicant Tracking Systems (ATS) with built in AI - end-to-end workflow automation, ranking, automated interview scheduling, predictive analytics to forecast candidate success.
• AI video and audio screening - first stage screening, skills assessments, structured scoring, automated transcription and summarisation.
• Conversational AI/chatbot candidate engagement - these tools automate candidate engagement, FAQs, screening and scheduling.
• AI testing & skills assessment - coding skills assessments, technical testing, built-in AI fraud and plagiarism detection.
• General AI tools - not recruitment specific but widely used to write job descriptions, labour market research, domain research.

There are also many other AI tools that are not used in recruitment for legal and ethical reasons. These include facial or video-based emotion or personality scoring, AI lie detection, voice stress analysis, unconsented scraping-based sourcing or any AI-only hiring pipeline.  

The Parts AI Can’t Do  

In the age of AI, what is the added value for high-growth startups and scaleups of partnering with a recruitment consultancy?  

The key is achieving a balance with human connection and interaction. Recruiters focusing on a niche domain, with specialist experience, authority and understanding will continue to add value to the essential, human parts of the recruitment process that AI tools can’t do.

This is where the real value of engaging with a specialist recruitment consultancy lies:  

• understanding unique startup/scale-up circumstances
• judgement
• in-depth interviewing
• credibility, authority and authenticity  
• empathy  
• negotiation  
• the value that comes from building long term recruitment partnerships  
• professional client and candidate representation

All are highly valued by candidates who want to discuss a role, and by hiring managers / CTOs / CEOs who expect a recruiter to understand their unique culture, values and team. 

Interviewing is a critical point. There are AI agents that can carry out initial screening interviews but an experienced recruiter will bring judgement on information sharing, personalised in-depth questions, establish trust, assess cultural fit, and many other meaningful human communication cues.

Senior Tech Candidates  

Senior tech candidates view AI in the recruitment process with a mixture of caution, scepticism and acceptance.

Candidates want and expect a high degree of human interaction. Most applicants expect initial automated responses and appreciate chatbots that are available 24x7 to answer FAQs, but they see human communication as a necessity for the essential parts of the recruitment process that require judgement, influence, advice etc.

This is even more important to ensure cultural fit in small startups and scaleups and for candidates looking for senior and lead roles.

Human-Centred Recruitment  

With our roots in Search & Selection, Richard Wheeler Associates is a small recruitment consultancy prizing what clients say they value most, namely the personalised, human-centred approach to the key stages of good recruitment: in-depth interviewing, a deep understanding of the role and business, the experience and care necessary to negotiate for the best outcome. We will continue to balance the use of AI tools with a focus on extreme quality and person-centred working.  

Contact us to find out more about our recruitment solutions.