How Leading Companies Are Using AI Without Losing What Matters Most

Companies are adopting AI in recruitment to reduce friction, speed up processes, and identify top talent more efficiently. But as the tools get smarter, the best recruiters are asking better questions:

• Where does AI add real value?
• Where does it risk breaking trust?
• How do we keep people at the center of hiring?

Let’s break it down.

Where AI Helps Most

AI already plays a valuable role across several recruiting functions:

• Resume screening: Platforms like HireVue and Pymetrics analyze resumes and candidate data to surface relevant applicants faster.
• Scheduling interviews: Tools like GoodTime and Calendly automate logistics.
• Personalization at scale: Generative AI platforms can write first-draft outreach messages tailored to a candidate’s background.

Used well, these tools help recruiters focus more on relationships and less on repetitive tasks.

According to an MIT Sloan study, companies that use AI to support, not replace, human decision-making see higher employee satisfaction and better long-term hiring outcomes.

(Source: MIT Sloan Management Review)

Why Human Interaction Still Wins

The HR Brew article makes this clear: even as automation improves, candidates want real connection.

Bonnie Dilber, recruiter at Zapier, said it best:

“People want to feel like someone actually read their resume.”

That sentiment shows up in key areas:

• Candidate outreach: AI-generated messages can fall flat without human review.
• Interviews: Candidates often gauge culture fit and team chemistry during early conversations.
• Offer stage: Trust and transparency matter most when candidates weigh competing options.

Automation can’t replace the empathy, nuance, and intuition that experienced recruiters bring.

Examples of Balanced AI + Human Recruiting

Here are two examples from companies doing it well:

1. Unilever

They use AI-based games and assessments to evaluate applicants’ cognitive, emotional, and social traits.

But they pair this with video interviews that real recruiters review and discuss.

Result: 90% time saved in early-stage screening with higher quality final candidates.

2. Cisco

Their talent team uses predictive analytics to identify potential internal mobility candidates.

But career conversations and role-matching decisions are always handled by people.

Result: Greater internal mobility and employee satisfaction.

AI for Development, Not Just Hiring

AI’s role doesn’t end with recruitment.

Once employees are hired, companies like Degreed and 365Talents use AI to:

• Recommend personalized training paths
• Surface internal opportunities based on evolving skills
• Match mentors to mentees across geographies

These systems improve retention by making career growth more visible and accessible.

74% of workers say they would stay longer at a company if they had better internal career options.

(Source: LinkedIn 2024 Workplace Learning Report)

What Leaders Should Watch Out For

1. Bias in training dataAI can replicate past hiring patterns if not actively audited.
2. Impersonal candidate experiencesRelying too much on automation can lead to disengagement or mistrust.
3. Lack of transparencyCandidates want to know how AI is used in decisions about their careers.

The Bottom Line

AI is a powerful accelerator, not a replacement.

When used with intention, it frees recruiters to do what they do best—build relationships, assess fit, and help people find meaningful work.

The future of recruiting isn’t just smart.

It’s human + AI, working together.

Malcolm Gill is the Sales Director for Launch by NTT DATA.

By Malcolm Gill

Keywords: AI, HR, Recruiting

Follow Us On