Many organizations and thought leaders in the recruitment industry are anticipating the widespread adoption of AI. According to tech research organization Valoir, almost 25% of HR professionals already use AI to automate tasks and a further 30% say they plan to use it in the next 12 months. It concludes that around 35% of routine HR tasks can be AI-assisted.

While there is good reason to invest in the rich potential of this technology, research findings and statistics vary depending on sources and methodologies. Additionally, there are ethical considerations that will be explored in this comprehensive guide. The most generalisable conclusion would be that AI can boost efficiency but should be combined with sound human judgment and oversight.

To uphold professional ethics and accountability, it will be crucial to be well-informed regarding AI capabilities and to understand where human intervention is required. Apart from examining the benefits of using AI as a tool for recruiters, this article also considers the pitfalls recruiters should avoid so that AI solutions can be used to their fullest potential while also ensuring the best possible experience for employers and candidates alike. 

Which recruitment tasks are impacted by AI and what enhancements are on the way?

Role specifications and job descriptions

Recruitment begins with the creation of new job descriptions or the analysis of existing ones. Although you may have to fine-tune its results, you can use AI to provide a broad outline to use as a starting point. Even generic AI software like Chat GPT can produce quite detailed job descriptions for specialized roles. 

A summarized role description is used when advertising for candidates, and to attract a diverse range of individuals your job ads should be analyzed for inclusivity. Harvard scholars are among those to report on the use of language that implies gender bias. For example, words like “dominant” and “competitive” might imply that you’re seeking male applicants. To avoid this, the Employers’ Council suggests a focus on the skills required for a role rather than specifying qualities that aren’t measurable and may be open to bias. Once again, AI has a role to play, although in this instance, it would be best to use a specialized form of this technology. 

Candidate sourcing

Advertising allows qualified applicants to approach you, but outreach is also vital to identify passive candidates. AI can search databases armed with a set of complex selection criteria, showing you who might be a good match for the role. Simply put, you can specify a skillset, and allow AI to comb through information in search of matches.

When advertising, your choice of job boards will impact the number, quality, and demographic profiles of applicants. The once time-consuming task of aligning advertising with your goals and budgets while enhancing exposure is yet another area where AI recruiting tools offer significant benefits. Broadbean’s job board aggregator is a good example. Simply set the parameters, monitor your results, and apply a few changes if necessary. 

Resume screening

If you’ve been a recruiter for a decade or two, or haven’t yet implemented AI in recruiting, you’ll remember the demanding task that resume screening once had to be. Fatigue would set in and it’s more than possible that you made an error or two in the process, discarding a great resume or selecting one that shouldn’t have made the cut. With the right tools to help you and relevant parameters set, resume screening tools can produce data-driven results in seconds. 

Elimination of bias for diversity recruiting

In a related point, unconscious bias may have affected your company’s decision-making in the past. Perhaps they liked or disliked someone’s photograph, didn’t like a company they previously worked for, or thought they were too young or too old. All too often, gender and racial bias may have crept in despite efforts to avoid preconceptions and stereotypes.

AI has been notorious for including biased data in its training. For example, self-driving AI was found to overlook black pedestrians and children because it had been inadvertently trained to recognise white, adult pedestrians. This obstacle can be overcome by intentionally “teaching” AI tools using carefully vetted sources, keeping the focus on skills and auditing results with an eye for possible bias. This furthers your aim of giving the very best candidates fair opportunities regardless of background or demographic.

Preliminary interviewing

Preliminary interviewing is an important part of the screening process. It’s there to make sure that you and your candidates are on the same page about job requirements before you consider carrying their application through to the next round of interviews. 

These preliminary contacts are invariably fast-paced, covering basics that allow both recruiters and candidates to decide whether their expectations align. As such, they’re open to automation, and conducting these interviews using AI chatbots allows for flexible timing and convenience for both candidates and recruiters. 

Even though this type of interview is generally quite simple, recruiters should be available for feedback from candidates and answer any questions they feel weren’t addressed in the preliminary interview. Additionally, if candidates aren’t comfortable with being interviewed in this way, they should have an option for an in-person interaction. 

Candidate feedback

Candidates are often disappointed by the lack of feedback following a job application. Poor candidate experiences impact brand reputations, and it’s only fair to keep applicants in the loop, even if you don’t plan on considering them for employment this time around.

Advanced AI recruitment tools can be used to generate personalized feedback based on how candidates fulfilled key criteria. They’ll also help to keep approved candidates updated on how the recruitment process is progressing and what they can expect next. Finally, since feedback should be a two-way street, you can also use AI to conduct candidate experience surveys, helping you to see where your processes can be improved. 

Interview scheduling

With your shortlist now ready for in-person interviews, scheduling presents the next hurdle to overcome. Save time and plan effectively by using AI to manage scheduling. Bullhorn, a Broadbean partner, offers an Applicant Tracking System (ATS) that includes scheduling features. Integrated with your applicant tracking system, interview scheduling features can automatically trigger related workflows, making it a process that requires little intervention. 

Formulating or reviewing interview questions

In-person interviews should be standardized to give everyone a fair chance, and the way questions are formulated will be key to achieving an unbiased hiring process. Once again, intelligent tools can be of assistance. Using parameters like relevance to the role, legal compliance, language analysis, and tone analysis, AI tools can help you to develop clear and relevant interview questions that align with best practices. 

Onboarding

As the primary link between candidates and companies, HR professionals will oversee the onboarding process. These workflows can be complex and following them up manually can result in dropped balls. Apart from helping with automated scheduling, you can use AI virtual assistants to help new employees get answers to their questions and alert you when they require a little extra help. 

Future enhancements

Since AI advances in recruiting can have unintended consequences, developers are proceeding with caution. There’s particular concern about up-and-coming features in untried areas. For example, using AI to forecast human behavior is controversial. However, several new enhancements are in the pipeline. 

These may include AI-augmented decision-making, in which algorithms predict candidates’ long-term performance if they were to be hired, but empirical evidence of its ability to do this is as yet lacking. The ability to evaluate soft skills, a difficult set of characteristics to measure, even when humans attempt it, was initially not a strong point in AI. Its current capacity to analyze characteristics like individual communication styles continues to advance, and it may soon be able to identify traits like emotional intelligence and adaptability. 

AI recruitment tools can be integrated with other technologies used in human resource management. For example, integration with performance management systems and learning and development platforms will result in a more unified talent management system. It’s possible that HR professionals can use this unified platform to evaluate AI’s efficacy in the longer term. 

By combining AI and virtual reality (VR) technologies, you may soon be able to allow candidates to experience immersive virtual tours of a workplace in which they “meet” potential colleagues and even undertake simulations of tasks they’d be required to perform. Hyatt is an early adopter, using VR job tours to show entry-level candidates what a workday for a housekeeping worker or steward will be like. 

What are the main trends for implementing AI in recruitment in 2025? 

Many companies that have successfully adopted AI technologies are enhancing efficiency while overcoming challenges and addressing ethical concerns. According to Deloitte, 49% of top executives believed that access to AI tools should be a priority. 

That said, jobseekers have mixed feelings and may need clear information on how AI impacts hiring processes to assuage their concerns. Pew’s research indicates that 41% of Americans are uncomfortable with AI being used to screen job applications. On the other hand, nearly half of the research respondents felt that AI would reduce bias in recruitment. 

Over 70% of business leaders and candidates are concerned about AI making hiring decisions, a function it does not generally fulfill. Nevertheless, some companies are testing this. For example, IBM is using AI to predict candidate performance and even to identify employees who are planning to quit. 

With the latest advances in AI recruitment yet to demonstrate their worth, we can expect its proven uses to enjoy wider adoption in 2025. According to the Recruitment and Employment Confederation, popular areas for AI adoption include candidate sourcing, resume screening, and onboarding. 

What are the mutual benefits of AI for candidates and recruiters?

AI is not yet ready to fully replace humans in the recruitment process, and may never be since interpersonal contact is key to HR roles. However, it can be a valuable time-saving tool with mutual benefits for recruiters and candidates alike. 

Saving time

A thorough recruitment process in which all activities are undertaken manually will be a lengthy one, especially when there are many applicants to consider. With posts to fill, organizations want rapid results, and applicants don’t want to wait months to hear whether their resumes have passed the initial screening process. Fortunately, some organizations report reducing time to hire by as much as 90% through the judicious use of AI.

Raising awareness

Programmatic advertising is one of the top uses for AI tools in recruitment. The greater the reach and relevance of the platforms where ads are placed, the higher the probability of finding the right people to fill roles. With a little human intervention in the form of monitoring and adjustments, AI tools help recruiters achieve the exposure and engagement they need to acquire a diverse and extensive talent pool. Thanks to their diligence, applicants benefit by standing a better chance of being made aware of opportunities that match their skills. 

Reducing bias

Recruiter bias has frequently been reported as an obstacle to diversity and inclusion in the workplace. By training AI to be as impartial as possible, recruiters are less reliant on gut feel and can have greater certainty that applicants have been screened based on objective criteria. Skilled candidates from underrepresented groups benefit from equal opportunities, and companies are able to achieve greater diversity in the workforce.

Recruiters must guard against complacency. Although AI tools are helpful, they are not infallible and some features have given rise to negative publicity. A news report highlighted incidents where AI tools with new, untested features like body language recognition disadvantaged highly qualified candidates. 

Objective AI training data is always key to obtaining unbiased results. For example, there was an instance in which AI appeared to favor candidates with typically male hobbies after it was trained using existing employees’ resumes. A job seeker also reported being approved by AI after a prior rejection thanks to changing their date of birth.

None of this means that AI can’t be a useful tool for eliminating bias. However, recruiters need to be aware of the training data it applies and should closely scrutinize the results it produces. For example, if they attracted a diverse talent pool and most approved resumes belong to a certain demographic, it’s wise to take a closer look.

Improving candidate experiences

Keeping hundreds of applicants informed of the status of their applications can be a monumental task. Preliminary interviews can present scheduling challenges and final interviews can be even more difficult to arrange since multiple people are involved. Without proper technological assistance, workflows can become tangles and important steps can be overlooked.

AI can do much of the heavy lifting so recruiters can focus on driving the process forward while keeping candidates informed on where they stand and what to expect next. Having negotiated a successful hire, new employees can be equally certain that onboarding workflows will progress more smoothly with a little help from recruitment tools.

How will recruiters’ roles change with the advent of AI technology?

A more strategic and skilled role

From a strategic perspective, recruiters in AI-empowered workplaces will still work toward the same goals. However, with routine tasks taken care of, they will have a greater capacity to evaluate outcomes and maintain an oversight of the process as a whole. Their interpersonal skills will play an even stronger role as they undertake tasks that only humans can do well. In essence, recruiters’ roles will be more focussed on strategy and relationship-building than administration.

Elevating the employer brand

Recruiters will also devote some of their efforts to representing their organizations and raising brand awareness in the talent pool. Their companies’ brands, coupled with their ambassadorship, will help to attract talent when it’s time to recruit. This is a marketing role that recruiters will be familiar with, but will hopefully have more time for once they start automating many of their routine administrative tasks.

Skills development

HR professionals will develop new technical skills as they learn how to use AI effectively, interpret its analytics, and evaluate and adopt new AI features. As we have seen, AI tools are powerful and can produce data-driven results, but recruiters must use discretion in deciding which tools to use. 

For example, body language analysis, which is already being used in AI-assisted remote interviewing, is often touted as a science. However, the Society for Personality and Social Psychology warns that it isn’t generalisable. As for using past histories or resume information to predict future success in a role, AI has yet to prove itself accurate and could even be glaringly out-of-touch. The ability to evaluate AI tools and to know when human intelligence has the edge will be among the skills HR professionals must cultivate. 

The very human abilities of listening to and relating to people will be key, too. Candidates should always be asked for feedback, and recruiters should take their opinions seriously. For instance, when excellent applicants are eliminated by AI, it will be important to find out why this happened.

As the recruitment landscape embraces an ever-growing range of technologies, change management skills will be among the capabilities recruiters will cultivate. Certain aspects of AI in recruiting like programmatic advertising have proven their worth, but hiring managers and candidates may remain unconvinced. Managing a transition to AI tools may require careful consultation, openness to understanding and addressing concerns, and careful monitoring of the change process and its results. 

What practical challenges might be faced when implementing AI in recruitment?

Over-reliance on AI

Over-reliance on AI can be problematic. Striking that balance between AI and human skills will be one of the top challenges recruiters will face. Automation can certainly improve candidate experiences, but a lack of human oversight in recruitment and insufficient interpersonal contact will have the opposite effect. 

As Deloitte observes, establishing clear processes and roles as you learn to work side-by-side with AI will have benefits. Candidate feedback will help determine whether you’ve optimized the recruitment process or have become overly reliant on technology. 

Data integrity and accuracy

It can be tempting to assume that AI will always be right. But if it is working from flawed or incorrectly formatted data, its conclusions will be skewed. Ensuring that data is accurate and complete still requires at least some human intervention, even as AI gets better at spotting and flagging inconsistencies. 

Resistance to change

Many people are still uncertain about how AI will impact recruitment and some oppose its use. This presents a challenge for professionals who want to be transparent about their hiring practices. It seems the biggest fear is that AI will ultimately make hiring decisions. Reassure decision makers and applicants by specifying how AI will be used in recruitment, how human oversight will form part of the process, and highlighting positives such as bias mitigation. 

Legal and ethical concerns

Data governance

Data management and privacy are governed by laws like GDPR (EU and UK). In the US, compliance is complicated by the lack of a comprehensive federal law and State laws that vary by jurisdiction. 

Your AI recruitment software will process sensitive data. Partner with your company’s cybersecurity and data management experts to protect stored data and develop best practices for database management. 

Transparency

Assessing job applications with the help of AI without candidate consent is ethically questionable. Communicate how you will use AI tools during your process, explain how applicants’ data will be protected, and invite discussion from applicants who still have concerns.

Bias in AI training data

Confirm that AI is eliminating rather than perpetuating bias. Bias testing using simulations and analysis of hiring outcomes over time can help you determine whether there are issues requiring attention. 

Insufficient training of recruitment personnel can also lead to the misuse of AI. Over-reliance on scanning resumes for specific keywords could be a pitfall and lack of human oversight can allow bias to creep in. Apart from this, recruiters must be cautious about conclusions drawn by newer AI features like interpretation of facial expressions or judging people based on voice patterns during video interviews. 

How can companies make the most of AI in recruitment processes while also remaining people-centric? 

Recognise AI as an enhancement, not a substitute 

Recruiters must understand their irreplaceable role in the recruitment process. AI is a highly advanced tool that can provide information to enhance decision-making. Human oversight is therefore crucial to making the most of its capabilities. Trust yourself and your judgment. If something seems as if it would benefit from your intervention, take a closer look. 

Personalize and engage

AI’s ability to draft tailored communications should enhance the individual candidate experience. Similarly, your reduced administrative burden frees up more time to connect with applicants. Using AI in recruitment should help applicants experience a greater degree of individual recognition.

As an example of this, AI-based preliminary interviews are a great time-saver but applicants may feel undervalued if they are not offered human interaction. Be sure that candidates know they are welcome to contact you if they have any concerns or questions or would like to follow up with an in-person discussion.  

Audit your tools

Guard against biased data forming part of your AI tools’ training. A California court approved the filing of a lawsuit against an AI hiring platform a jobseeker believed guilty of bias. In another legal challenge, a company was accused of training its AI to reject older applicants. 

The message is clear: companies must exercise diligence in choosing AI tools that are trained with inclusivity and legal compliance in mind and should audit them from time to time to ensure they haven’t “learned” any bad habits. 

Listen to your candidates

If you’d like an assessment of your recruitment process, the best people to ask are those who have experienced it. Encourage applicants to provide feedback. Anonymised surveys will allow them to share their experiences more confidently. Positive candidate experiences benefit jobseekers and your company’s image, meaning that the people you ultimately hire will have greater confidence in your organizational culture. 

Work for continuous improvement

With the right AI tools to streamline your processes, it should be possible to achieve near-instant enhancements that allow you to use time and resources more efficiently. Don’t allow early gains to make you overconfident. Keep evaluating recruitment outcomes, search for areas for improvement, and adjust your processes accordingly. 

Why should you consider Broadbean when assembling your AI toolkit?

Broadbean is a world-leading job distribution platform. We’ve partnered with handpicked companies to help you choose a software suite that enhances efficiency and upholds ethics throughout your recruitment process. As industry insiders, we’re able to evaluate AI tools, selecting them for their reliability and best-practice approach. Working together, Broadbean and its partners offer you an unmatched opportunity to enhance your recruitment process with AI-powered automations.