Recruiters spend much of their time on administration: reading applications, answering the same questions and coordinating interview calendars. AI can take on much of that work.
Helpful uses
- Application summaries: concise overviews of experience and skills for recruiters to review.
- Candidate questions: an assistant that answers questions about roles, benefits and process.
- Scheduling: automatic interview booking based on calendar availability.
- Status updates: candidates kept informed at each stage.
Keep decisions with people
Hiring decisions should be made by people. AI should support, not replace, judgement — and its suggestions should be checked for bias.
Fairness and compliance
Employment and data protection laws differ by country. Be transparent with candidates about how their information is used, and review automated processes with your HR and legal advisers.
Start small
Begin with scheduling and candidate communication, which carry low risk and deliver quick time savings.
FAQs
Can AI rank candidates?
It can help organise information, but final assessments should remain with trained people.
Will candidates mind talking to an assistant?
Most appreciate quick answers, provided they can reach a person easily.
Does it work with our applicant tracking system?
Many systems offer APIs that make integration possible.
