The role of human recruiters in the hiring process remains invaluable and distinct from the capabilities of Artificial Intelligence

Whilst artificial intelligence has made significant strides in automating certain aspects of recruitment, human recruiters offer unique advantages that enhance the overall hiring experience and foster better outcomes for both candidates and employers.

What can human recruiters do that AI can't?

Human-centric skills

  • Human recruiters possess the empathy and emotional intelligence that AI lacks. They can understand the aspirations, strengths and weaknesses of candidates, building a personal connection that helps them identify the right cultural fit for a company. Empathy is crucial in gauging a candidate's potential and aligning their goals with the organisation's values.
  • Search professionals can build long-lasting relationships with candidates, even those not immediately suitable for a position. Contact can be maintained, feedback can be offered, and potential leads can be nurtured for future opportunities. This fosters a positive impression of the company and keeps talented individuals engaged, even if they are not selected for a current role.
  • For roles requiring specific soft skills, cultural fit, or domain expertise, people can easily grasp the nuances of job descriptions and match them to candidates. Despite its ability to process vast amounts of data, artificial intelligence may not comprehend certain roles.

    "I had a fantastic experience with Annabelle Bates, she really listened to and understood what I was looking for in a new role and was super helpful and knowledgeable throughout the process. She was always happy to answer any questions I had and I am incredibly grateful for her support and kindness, and for making the process such a smooth and positive one!"
    Complex recruitment processes

    • In recruitment, it is often necessary to make nuanced decisions based on complex factors. A recruiter can contextualise information by considering factors such as a candidate's background, career trajectory, and potential for growth. As a result of this comprehensive evaluation, they can make informed judgments that might elude AI algorithms, which are based on patterns and predefined criteria.
    • Searches are not always straightforward, and certain situations may require creativity and flexibility. Human recruiters can adapt to unexpected circumstances, such as candidates with non-linear career paths or unique skill sets, and make suitable adjustments to the hiring process.
    • Humans excel in salary negotiations and managing candidate expectations. They can personalise offers based on a candidate's needs and circumstances, resulting in a more positive candidate experience. This is essential as the hiring process reflects a company's values and culture, impacting its reputation among potential employees.
    "The challenge we gave PER was complex, not only requiring a match of core competencies and experience, but also of chemistry and a common view on the direction of our company. We needed an in-depth knowledge of the market and that’s what Charlie Hunt gave us. He filled the role with pinpoint accuracy, and did this efficiently and quickly."
    Addressing bias and diversity

    • While AI algorithms can help reduce bias, people are better equipped to recognise and actively address bias in the hiring process. They can ensure that diversity and inclusivity remain core priorities, making conscious efforts to bring in candidates from diverse backgrounds and experiences.
    • Human recruiters can actively use inclusive language and communication to attract a diverse pool of candidates. At PER we craft job descriptions and advertisements that appeal to a wide range of applicants and avoid language that might deter certain groups. This is evidenced by the diversity of the applications we receive. 
    • People have a better understanding of the contextual nuances of diversity. They can consider the specific needs and challenges faced by candidates from diverse backgrounds, and they can tailor their approach to ensure equal opportunities and inclusive practices throughout the recruitment process.

    How can AI aid the recruitment process?

    Help maximise recruitment efficiency

    • Recruitment can be time-consuming, with recruiters spending up to 30 hours weekly on administrative tasks like sourcing candidates and screening resumes. AI-based solutions can be used to help streamline this process, allowing recruiters to sort through applications quickly to identify qualified candidates. This efficiency allows recruiters to reduce administrative time.
    Improve communication

    • One of the easiest ways to improve candidate engagement is by improving communication. Using chatbots and AI allows the automation of personalised messages, scheduled at various stages in the recruiting process. This frees up recruiters to focus on critical issues that require human connection, where AI is not as effective.
    Utilise data

    • By using AI to track metrics like cost-per-hire, time-to-fill positions, and candidate satisfaction, recruiters can identify areas for enhancement. This includes offering better benefits and higher salaries to attract more candidates. 

    Take a look at our areas of expertise below and get in touch with us for your hiring needs.

    Our Expertise