AI in the recruitment process
The Real Impact of AI on Recruitment: Hype vs. Reality
Artificial intelligence (AI) has become one of the most discussed topics in recruitment, but there’s often a gap between the hype and the real-world impact. To explore this more deeply, Skills Alliance Enterprise ran a five-part LinkedIn polling series with HR leaders, talent acquisition professionals, and hiring managers across STEM and life sciences industries.
Respondents shared their views on AI adoption, candidate experience, trust in algorithms, hiring priorities, and risks. The results reveal a nuanced picture: AI is widely used, but scepticism remains high, and leaders are still deciding how to balance automation with human judgment.
AI Adoption in Recruitment
Every single respondent reported that their organisation is already using AI in recruitment in some form. Interestingly, 43% said AI is being used extensively across the hiring funnel, while 57% said its use is still limited to specific stages such as sourcing or screening. No respondents indicated that they were not exploring AI.
This tells us that AI adoption has moved past the “if” stage and firmly into “how much” and “where.” While early adopters are testing AI in end-to-end workflows, the majority are still cautious, starting with low-risk tasks and building confidence over time.
The Candidate Experience Question
When asked whether AI improves or harms the candidate experience, 36% of respondents said AI makes things worse, citing risks such as bias or loss of personal connection. Only 18% felt that AI improves the candidate journey by enabling faster responses and personalisation. Another 18% said it makes no difference, while 27% admitted they weren’t sure yet.
This spread reflects the tension between efficiency and empathy. While AI can speed up communication, the fear of impersonality or unfairness persists. For employers, this highlights the importance of positioning AI as a support tool that enhances—not replaces—the human experience.
AI vs Human Judgment in Shortlisting
The results here were striking. Not a single respondent said they would trust AI alone to shortlist candidates. A dominant 74% insisted that human judgment is essential in evaluating talent, while 22% supported a hybrid model combining AI insights with recruiter oversight. Only 4% felt the level of role might determine which approach works best.
This shows a clear trust gap. While leaders see potential in using AI to streamline processes, they remain firmly committed to human oversight—especially for nuanced judgments like cultural fit, leadership potential, and long-term performance.
Has AI Changed Hiring Priorities?
When asked if AI is shifting the skills organisations prioritise, the answers were split evenly across three camps. One-third said there is now more focus on AI and data literacy skills, while another third said human-centred capabilities such as empathy, creativity, and leadership are in higher demand. The remaining third said they are still evaluating the impact.
This balance suggests that employers recognise the importance of both technical and human skill sets. While some are prioritising digital fluency to keep up with technological change, others are doubling down on uniquely human skills that AI cannot replicate. Many organisations are still in the process of figuring out the right mix.
Biggest Concerns About AI in Hiring
When it comes to risks, over-reliance on automation was the top concern, with 50% of respondents worried about depending too heavily on AI tools. Transparency came next, with 30% of respondents highlighting the importance of understanding how AI decisions are made. Data privacy and compliance followed at 20%. Interestingly, bias and ethics—often central to the AI debate—were not selected directly, though they are implicit in the concerns about transparency and automation.
This result underscores that HR leaders are not simply worried about “bad AI” but about how organisations might use it. They want explainable systems, checks and balances, and a clear role for human oversight to prevent unintended consequences.
Key Takeaways
The data tells a clear story. AI is already embedded in recruitment processes, but mostly in specific, low-risk areas. Candidate experience remains a sticking point, with many leaders unconvinced that AI enhances engagement. Trust in human judgment is overwhelmingly higher than trust in algorithms, but there is support for hybrid approaches. Skills strategies are evolving in multiple directions—towards both technical literacy and human-centric qualities—and the biggest risks are seen in over-reliance and lack of transparency.
Recommendations: How MSP, RPO and Total Talent Providers Enable Responsible AI in Hiring
While internal HR and TA teams recognise the opportunities of AI, they often lack the time, resources, or expertise to evaluate tools, monitor risks, and keep pace with advances. This is where specialist providers like Skills Alliance Enterprise, operating as an MSP (Managed Service Provider),RPO (Recruitment Process Outsourcing) and Total Talent Management partner, become indispensable.
By outsourcing elements of recruitment strategy and delivery, organisations gain access to:
Expert Advisory & Implementation: Skills Alliance Enterprise helps evaluate, select, and implement AI solutions responsibly—tailoring them to each organisation’s hiring strategy.
Continuous Innovation: As external providers stay at the forefront of technology and compliance changes, clients are assured that their recruitment processes are always aligned with the latest, trusted AI practices.
Scalable Human Oversight: AI tools are integrated where they add the most value, but human recruiters remain embedded at every critical touchpoint to sense-check and maintain fairness.
Optimising the recruitment process with AI
The most effective model combines AI efficiency with human-led oversight across the entire talent lifecycle:
Attraction: AI detects and removes biased language from job adverts, while humans ensure messaging reflects company culture.
Sourcing: Predictive analytics identifies candidate pools quickly, while recruiters validate fit and engagement.
Screening & Shortlisting: AI can parse CVs and highlight skills, but recruiters review context, potential, and alignment.
Interviews: AI scheduling tools save time, leaving recruiters free to focus on deeper candidate conversations.
Onboarding: Automation streamlines documentation, but human onboarding ensures a strong cultural welcome.
This balanced approach means organisations benefit from speed, scalability, and cost-efficiency without sacrificing trust, transparency, or human connection.
The Future for AI in the Recruitment Process
AI in recruitment is no longer experimental—it’s here, it’s widespread, and it’s evolving. But adoption comes with caution: leaders want efficiency without losing fairness, speed without losing trust, and insights without losing accountability.
With MSP and RPO partners like Skills Alliance Enterprise, organisations can implement AI responsibly, stay ahead of market and regulatory changes, and build a recruitment process that is both future-ready and people-first.
To explore how Skills Alliance Enterprise helps clients integrate AI across the hiring lifecycle, connect with our team today.
