AI and The Recruiting Process: Pros and Cons

Jun 2, 2022
5 min read

Meta Description: AI is used widely across all industries nowadays; companies tend to make the best out of their management using AI. Read this article to know about how AI is used in the workplace for the recruitment process and its pros and cons.

How do we define workplace technology? When technology is utilized in the workplace, it is called workplace technology. A workplace nowadays functions on various technological enhancements. But here, we are going to talk about the one that has taken the world by storm since its introduction; Artificial Intelligence (AI). Nowadays, AI has become an integral part of their functioning in most workplaces. One of the most important works of AI in the workplace is recruiting people. Leaving the old-school ways of hand-picking resumes or CVs, nowadays, candidates are shortlisted using AI-based software.

In this article, we are going to look at how AI governs the recruiting process and all the praise and criticism around it.

How AI is Used in Recruiting?

Recruiters and agents have been utilizing AI for years, and it started out small and simple. For example, scanning hundreds of CVs with an AI-powered Applicant Tracking System (ATS) to seek keywords or phrases is now pretty typical. As a result, AI technology offers recruiters a rapid and efficient approach to thin the herd.

However, job seekers frequently criticize the usage of AI for looking through CVs quickly. They claim that technology lowers a person's CV to a simple 'yes or no' choice based solely on a keyword search rather than a decision based on the quality of their experience and/or personality attributes.

There are numerous other examples of AI in recruitment. To offer you an example, AI apps can assist with sourcing, pre-selection, and onboarding in the hiring process. Other tools can help with candidate questions and interview scheduling. The list might go on; we won't be able to cover all of these technologies today, but we will cover a few.

Impact of AI on Recruiting

Recruiters frequently have to devote a significant amount of time to analyzing and evaluating each CV across their desks. When thousands of people apply for a job, sifting through all CVs might take weeks, if not months.

According to a survey, roughly 52 percent of HR professionals claimed that identifying the proper individuals from a wide pool of applicants is the most challenging element of their work. Artificial intelligence can aid in this situation.

Artificial intelligence can assist managers with the recruitment process's sourcing, pre-selection, and onboarding stages. In this post, we'll look at how AI will affect the employment process.

Benefits of Using AI for Recruitment

When you ask industry professionals what impact AI technologies have had on recruitment technology, they'll almost certainly say that it has ushered in a new wave of forward-thinking firms that are being guided "to the next level" of modern recruiting through technology. The direct impact is the extent to which AI can assist firms in discovering the greatest person in the shortest amount of time, and how this can favorably impact employee retention.

Less Stress on HR Professionals

The latest AI technologies that are being integrated into existing recruitment systems are proving to be quite efficient at automating a wide range of repetitive and regular operations that were previously conducted manually by recruiters. Using "machine learning" technologies to auto-screen applicants to automate elements of the recruitment workflow provides recruiters and HR professionals the luxury of time back so they can focus on what they do best – recruiting.

It Conserves Time

Most recruiters are quite busy. The more time-consuming and laborious processes that can be automated, the better. For example, using an AI-driven chatbot can eliminate a lot of these tedious activities. Consider the following scenarios: answering (basic) candidate questions, scheduling interviews, and screening applications. Things that are unquestionably important and must be completed but can also be readily mechanized.

Better Candidates

Screening resumes are the most time-consuming part of the recruitment process. This is where artificial intelligence can be most useful. The potential to automate repeated procedures that used to take a long time is now a reality, allowing the entire screening process to be streamlined. Recruiters can focus their efforts on strategic recruitment and empathetic messaging that attract higher-quality prospects since AI-powered processes return that time to them.

Artificial Intelligence (AI) to Reduce Hiring Bias

Despite the fact that statistics demonstrate that companies who invest in a diverse staff perform better financially than companies that do not, a big percentage of candidates say they have been discriminated against in the past employment process.

The question of whether AI-powered recruitment systems play a role in market hiring prejudice is a current topic that deserves additional examination. It's a reasonable issue whether human bias plays a part in "training" AI recruitment tools to discriminate against candidates based on race and gender.

HR professionals and recruiters should understand this debate, but it should also be noted that AI recruitment tools are designed to reduce prejudice in the candidate selection process by removing "unconscious human bias" from the screening process.

Cons of AI in Recruiting

Accuracy Concerns

Many AI-based tools are still in their early stages, and errors are common. For example, if an applicant uses a different phrase or word to define a talent than the system, they may be overlooked while being qualified for the position. With the growing popularity of such systems, more candidates are beginning to understand how they function and may try to game the system by using keywords and phrases that make it appear as if they are a better fit than they are.

Some Things Require Human Interaction

Certain decisions require human judgment, such as determining if a candidate is a good fit for the company's culture or whether their work ethic is as good as their application suggests. To find out, you'll need to do a face-to-face interview with the candidate. Interviews are an important aspect of any recruitment process, and with AI, they are not always conducted traditionally. However, AI may overlook an applicant who is a good fit for the company's culture but requires some extra training in favour of a candidate who has more qualifications but does not share the company's values.

Too Much Reliance on Certain Keywords

AI primarily relies on particular keywords when sifting through a list of candidates. This can create a loophole for applicants who understand how AI systems work, as they can inject keywords that can deceive the algorithm into misrepresenting them as good candidates for particular roles when they are not.


The recruitment sector is evolving due to artificial intelligence. There is now a plethora of excellent AI-driven applications accessible, and the number is only going to increase (a lot). Whether you like it or not, if you don't look into the possibilities of AI for your company, you'll be missing out. Technology will not replace your people, but it will allow them to focus on more important activities; when they have to listen to and empathize with applicants, for example.