AI in recruitment: smarter hiring, with people at the helm

AI is no longer a thing of the future in recruitment. Tools write job ads, source candidates, screen CVs and schedule interviews. That saves recruiters a lot of time. But letting AI loose on selection decisions without a second thought carries risks: for fairness, for the candidate experience and under the law.

In this article, you’ll read where AI really makes a difference, where to be careful and what the rules expect of you.

AI is especially strong at the repetitive work that takes up much of a recruiter’s time:

• Job ads: a first draft in seconds, which you then tailor to your company culture and tone of voice.
• Sourcing: tools search databases and networks for profiles with the right experience and skills.
• Initial screening: AI can summarise CVs and compare them with the job requirements, so you get to a shortlist faster.
• Scheduling and communication: booking interviews automatically, keeping candidates informed and answering frequently asked questions via a chatbot.
• Interview notes: AI notetakers transcribe and summarise interviews, so the recruiter can give the candidate their full attention. Do let candidates know beforehand that the conversation is being recorded.

The result: less admin and more time for what really matters, the conversation with the candidate.

AI is only as good as the data it was trained on. That is where the biggest risk lies.

• Prejudice: if a tool learns from who you hired in the past, it also inherits the prejudices of the past. Women, older candidates or people with a migration background can lose out without anyone noticing.
• Black box: it is often unclear why a tool ranks a candidate higher or lower. That makes a decision hard to explain or justify.
• Candidate experience: a rejection by an algorithm, without any human contact, feels cold. Strong candidates drop out more quickly as a result.
• Missed talent: anyone who doesn’t fit the standard mould, such as a career changer or someone with an unconventional career path, easily slips through the net.
• Privacy: CVs and application data are personal data. You need to know where they end up and what the tool does with them.

AI in recruitment is not a free-for-all. Three sets of rules matter.

The European AI Act. AI systems that select, filter or assess candidates are classed as ‘high risk’. Strict rules apply to them from 2 December 2027. The provider must test and document the tool thoroughly. But you, as an employer, also have obligations:

• a trained staff member oversees the system and can correct decisions;
• you use the tool as the provider instructs;
• you monitor whether it works properly and keep the logs;
• you inform candidates, employees and their representatives that you use such a system.

Some applications are already banned, such as AI that recognises emotions in the workplace. Think of software that analyses facial expressions during a video interview.

The GDPR. Candidates have the right not to be subject to a decision based solely on automated processing. A rejection decided by an algorithm alone is therefore, in principle, off limits. Candidates must also know which data you process and why.

Anti-discrimination law. If a tool discriminates, you as the employer are responsible. ‘The algorithm did it’ is no excuse.

• AI supports, people decide. Let AI do the preparatory work, but have a recruiter make every selection decision.
• Know your tools. Map out which AI applications you use, including the AI features built into your ATS or job platforms.
• Ask your provider critical questions. How was the tool trained? How is bias tested? Where is the data stored?
• Be open with candidates. Tell them when and how you use AI. Transparency builds trust.
• Check the results. Regularly check whether certain groups systematically score lower or drop out more often.
• Invest in your people. Recruiters need to know what a tool can and cannot do, so they can assess its output critically.

AI makes recruitment faster and more efficient. But finding the right match is still people’s work. An algorithm sees experience and keywords on a CV. A good recruiter sees motivation, potential and whether someone truly fits your team.

The winners of tomorrow are therefore not the companies with the most AI tools, but those that combine technology smartly with human insight.

At Skill&Will, we work with a new, AI-driven CRM/ATS that takes much of the preparatory work off our hands. That leaves us more time for the conversation, while the match stays in the hands of experienced people. Do you need the right person for a permanent role, or experienced profiles to provide temporary support on a project? Contact us and together we’ll look at what you need.