AI has disrupted the hiring process. But there’s a catch

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AI is transforming recruitment processes, redefining the experience for both candidates and employers. A recent survey by online resume builder Enhancv drives this point, with 49% of survey respondents admitting to using AI to write their resumes.

Rabea Ataya, the CEO and founder of Bayt.com, a leading online job site in the Middle East, confirms that he has witnessed a significant shift in how candidates approach the job application process. Their platform has integrated a new AI solution that helps customize the experience descriptions, allowing job seekers to stand out among employers. 

“Candidates can now use generative AI to draft more compelling cover letters, practice interview questions, and even receive advice on career progression,” he says. 

Sarah Tilley, SVP of Talent Acquisition and Management at ServiceNow, echoes this observation, highlighting how AI eliminates much of the friction associated with the candidate experience, like submitting applications and never hearing back. She says AI serves as a personal guide for candidates, updating them on the next steps and pointing to specific skills highlighted on their resume or topics discussed during an interview. 

Shawal A. Rashid, lecturer and program leader at the Department of Communication, Sunway University, says AI-driven tools have undoubtedly given job applications a high-tech twist. He notes that these tools help job seekers optimize their resumes for Applicant Tracking Systems (ATS). He highlights that competition has also intensified as companies increasingly adopt such technologies.

AI Tools in Recruitment 

The competitive landscape is underlined by recent studies showing that nearly 99% of all Fortune 500 companies use ATS platforms to streamline the hiring process and filter candidates. Additionally, 75% of recruiters use an ATS or other tech-driven recruiting tools to review applicants, with 94% agreeing that it has positively impacted their organization’s hiring processes. 

“Through these tools, AI can review and extract skills from job descriptions, resumes, learning content, and other data sources, freeing HR’s time to focus on interviews, evaluations, and making informed hiring decisions,” says Tilley, adding that it can also help identify the best talent and support internal mobility by identifying emerging skills critical to business growth.

Ataya highlights this trend through Bayt.com’s Evalufy. This AI-driven tool analyses video responses to assess the content of answers and nonverbal cues such as body language, tone of voice, and facial expressions, offering more profound insights into a candidate’s communication skills, confidence, and overall demeanor. 

According to Ataya, such tools are particularly valuable in industries requiring strong interpersonal skills, like hospitality.

Why AI is Not a Silver Bullet

However, the rise of AI in the recruitment process should not be considered a silver bullet. Sohaib Hasan, a career advisor, highlights that while these tools can offer value, Hasan cautions against over-reliance: “You need to defend yourself in the interview. For instance, applying for a social media manager role and relying on AI for marketing insights won’t help if you can’t answer basic SEO questions.”

Similarly, Hasan warns against companies relying on AI in applicant screening tools. “Even a little error in one of your codes could drastically eliminate potential applicants from your database. Also, it is not so difficult for tech experts to manipulate algorithms to ensure they come out as the best candidate.” 

Additionally, candidates using AI tools to enhance LinkedIn profiles or communication may create misleading impressions, potentially resulting in a lack of professionalism or empathy in person.

Ataya further highlights challenges faced by both job seekers and 

employers. For job seekers, there’s the danger of being inadvertently filtered out due to rigid algorithms that might not recognize unconventional career paths or diverse experiences. Automation might also limit their ability to showcase their personality and soft skills. “For employers, an over-dependence on AI can also lead to homogeneous teams lacking in diversity of thought and background,” he adds. 

Tilley further emphasizes that reducing biases is one of the most critical challenges talent acquisition teams must address as they implement AI into their recruiting processes.

The Importance of Human Oversight 

Organizations can navigate these issues by always keeping humans in the loop. AI is not perfect, adds Rashid; while it can detect language patterns, personality indicators, and behavioral cues, it also often lacks the nuance that human intuition provides. While it can inform and assist recruiters, Tilley adds that people should still make decisions in the hiring process. This approach allows talent acquisition teams to use AI’s speed and efficiency without losing the empathy and human understanding essential to the hiring process.  

Ataya agrees, noting that assessing soft skills and cultural fit is one of the more challenging aspects of recruitment for AI tools. “While AI-driven assessments provide insights into candidates’ problem-solving abilities or adaptability that are helpful for initial screenings, they shouldn’t replace human judgment,” he says. “Soft skills like empathy, teamwork, and cultural alignment are deeply personal and context-dependent.”

People-centric AI-driven Policy 

However, the critical human oversight required for nuanced decision-making must also be complemented by stringent auditing mechanisms within organizations regarding the AI tools they utilize. 

Rashid says that to maintain diversity and inclusion with AI-based candidate evaluation, companies should also ensure that their AI is trained on balanced and representative data.

Tilley notes that AI is only as powerful as the platform it’s built on and the data it has access to. If done right, AI can also help eliminate biases by drafting more inclusive job descriptions. 

Ataya says they are implementing similar efforts in this regard, emphasizing the need for fairness and diversity in the recruitment process.

Hasan says this is a critical move, given that AI is already transforming recruitment processes, handling 60–70% of administrative tasks. “Over the next 5–10 years, HR professionals will need to shift their focus toward acquiring tech certifications and training in AI to effectively adapt and leverage these tools for recruitment and other functions,” he says.

In this regard, Hasan emphasizes the importance of thoughtful AI integration in organizational policies to preserve the equilibrium between automation and the human touch. He advises companies first to clarify their need for AI, determine the extent of its integration, and identify areas where human involvement remains essential. “In the end, these tools create a weapon which can be used for safety, or it can be used to destroy people. AI is the same; it can help or waste your time if not used effectively.”