Is over-reliance on AI hiring causing you to miss out on top talent?

AND bad rental it could cost your organization up to 30% of that worker’s salary in the first 12 months. But what if relying on AI-powered recruiting tools causes you to miss out on top talent altogether? Expenses ranging from recruitment, onboarding and training, to lost productivity and potential re-employment cost you roughly $840,000 over two years.

For start-up founders and entrepreneurs who want to improve the recruitment process, artificial intelligence is actually a helpful solution. However, if AI systems only look at generic resumes and filter candidates based on keywords, there’s a good probability you’ll miss out-of-the-box thinkers – those that could take your organization forward.

There is a lot of competition for the best talents in the current job market. For recent businesses, a lack of suitable employees impacts greater than just day-to-day operations – it has a direct impact on innovation and long-term business success. In smaller firms, the financial and operational risks resulting from poor hiring decisions are even greater than in large organizations.

AI tools, while effective, often lack the human intuition needed to recognize features that do not match keyword searches or algorithms. Balancing the effectiveness of AI-integrated recruiting practices with layers of private interactions ensures you don’t sacrifice growth potential for convenience.

Artificial Intelligence vs. Artificial Intelligence You

It’s common for HR teams to use AI-generated interview questions to test candidates’ knowledge base. There are even Artificial intelligence tools to perform this function depending on the industry and position. Hiring managers also use AI-based systems to collect and sort applications. At the same time, the candidate’s approach to artificial intelligence is widely met with disapproval.

I have watched professionals express concerns about the complexity and repetitiveness of application processes on platforms like LinkedIn. These processes are often long and tedious. They can even be expected to provide custom CVs and cover letters tailored to specific positions and firms.

So the query becomes: Can candidates really be blamed if they themselves use AI tools to streamline time-consuming pre-employment assessments?

Ultimately, candidates are faced with a system that demands perfection at every step, often without providing clarity on what exactly hiring managers are looking for. In many cases, candidates use AI not out of laziness, but to navigate a system that may seem mechanical and unforgiving. They are simply trying to level the playing field with artificial intelligence-based applicant tracking systems (ATS).

Candidates are not at all times aware that AI systems are filtering their CVs, so they might use AI-generated responses in an attempt to match specific keywords and formats required to go through applicant tracking systems (ATS). The irony is that either side – employers and job seekers – are increasingly using AI to “game” the system relatively than engage in more human and meaningful interaction. This is a cycle in which AI is used to outmaneuver AI, which raises the query: how can we bring the human element back into the recruitment process?

Solution

Since AI is integrated into just about all operational processes to save time and resources, it is crazy to say that AI ought to be eliminated from HR practices. However, I consider that more human intervention is needed at key stages of the recruitment process.

1. Turn on structured video interviews

As generative AI spreads across the skilled space, it could be time for employers to ditch written assessments in favor of video interviews. For pre-selection purposes, one-way video interviews with limited response times may very well be an effective solution.

One-way video interviews reduce the likelihood of AI-generated responses because candidates must think and react in real time, demonstrating their communication skills, problem-solving skills, and even cultural fit. By using a structured format, employers can ensure consistency in the questions asked while allowing for more authentic human interactions at the starting of the recruiting process.

2. Introduce context-specific and behavioral interview questions

Recruiters have a responsibility to develop their practices and introduce higher interview questions at the early stages. Let’s not start the next job interview with unnecessary “Tell me about yourself”, “What are your strengths and weaknesses?” or “Why should we hire you?” These questions often lead to rehearsed and generic AI-generated answers that do not provide meaningful insight into a candidate’s suitability for a given position.

Instead, recruiters should focus on contextual, behavioral interview questions that encourage candidates to share real experiences and display problem-solving skills. There’s a reason why “tell me about the most difficult problems you’ve worked on and how you solved them” is Elon Musk’s favorite interview query. This allows recruiters to reduce their reliance on AI-generated responses and support authentic interactions.

3. Custom job descriptions with flexible criteria

Create job descriptions that emphasize skills, problem-solving and adaptability, relatively than a laundry list of keywords that candidates can easily hit with AI-generated CVs. Instead of asking “at least five years of marketing experience and knowledge of Adobe Suite,” you could ask, “Have you developed a successful marketing campaign? Tell us what tools you used and how you measured success.” Expanding the language in job descriptions encourages diverse candidates to apply and prevents candidates from merely tailoring their responses to keywords.

Building stronger connections

Establishing relationships with candidates at the initial stages of recruitment is crucial to improving the employer’s image. If you reject candidates after an engaging interaction, they’re more likely to leave a positive impression of your organization even if they do not get the job. Therefore, business leaders should focus on becoming attractive to future talent and building a status through a thoughtful and people-centric recruitment process. After all, at this stage employees’ first impression of the company is formed. So don’t come across as impersonal, automated and detached.