AI can be applied at many stages of the recruitment process. It begins with the job posting itself. Artificial intelligence analyses successful job postings and suggests the layout and wording for the job advertisement. After optimising the job posting, AI can also assist in selecting talents. This is particularly useful when many applications are received for an open position: the AI scans all CVs for required skills or relevant work experience in the field and eliminates unsuitable applications.
A preliminary interview can also be conducted by AI. A digital recruiter asks about certain skills or experiences and gathers initial insights based on the candidate's behaviour in the video interview. Here, too, AI can recommend suitable candidates, who then move on to a proper interview with a human HR representative. Completely unsuitable candidates are filtered out earlier, saving the HR department time and resources.
Examples of Companies Implementing AI in Recruitment Processes
Some companies are already successfully employing AI technologies to optimise their recruitment processes.
- Unilever: Partnering with a specialist in AI recruiting, Unilever has developed an online platform where candidates play a series of games that an AI analyses. It assesses whether the candidate’s qualifications, logical thinking, and risk-taking abilities align with the job requirements. Furthermore, the company has automated video interviews, with AI evaluating speech patterns, facial expressions, and word choice to draw conclusions about soft skills and personality. The result? Faster hiring and increased applicant satisfaction thanks to more transparent and efficient processes.
- LinkedIn Talent Insights: This tool provides companies with data-driven insights into the labour market, helping recruiters better understand potential candidate pools and develop targeted recruitment strategies.
- SAP: Through its SuccessFactors application platform, SAP uses AI to identify suitable candidates from large data sets and offers its clients AI-optimised job postings for various roles.
- Mona AI: The German startup Mona AI has developed a digital recruiter capable of conducting initial video interviews with applicants and switching to the applicant's native language when necessary. This ensures that candidates without extensive German language skills can understand the key aspects of the job offer. Additionally, Mona AI analyses applications, evaluates candidate data and even translates resumes into German.
- DIS AG: Our partner company, the staff services provider DIS AG, has made its recruitment process more efficient by using AI. The initial contact with candidates has been automated, with an AI pre-selecting applicants based on job-specific criteria. A video chatbot can also conduct small tests or assessment tasks. This allows human recruiters to focus more on critical subsequent steps in the process, such as conducting comprehensive interviews.
AI Recruiter vs. Human Recruiter
Comparing AI recruiters and human recruiters highlights the unique strengths and weaknesses of each. AI recruiters score with analysing large datasets quickly and efficiently. They identify patterns that are not immediately obvious to humans and, theoretically, can reduce biases in the selection process. However, they lack emotional intelligence, empathy, and the ability to read between the lines—skills that are often critical in interpersonal interactions.
Human recruiters, on the other hand, bring a deep understanding of cultural fit and social dynamics but are more prone to unconscious biases and take longer to complete tasks such as resume screening.
The optimal approach lies in combining both: while AI handles routine tasks and data-driven analyses, human recruiters can focus on strategic decisions, personal interactions, and building long-term relationships. This synergy combines precision and efficiency with humanity and intuition—an unbeatable team for the future of recruiting.
A Combination of Both Approaches Offers the Best of Both Worlds
AI can indeed be helpful in pre-qualifying applications and candidates, making processes more efficient and overcoming language barriers. However, this makes it more difficult for career changers since they might be filtered out by the automatic analysis before even entering the recruitment process, even though they could have become highly motivated employees.
But in the regular interview at the latest, the assessment of a human recruiter is indispensable. With their expertise and intuition, they can best assess to determine whether the candidate is a good fit for the role and the company.
Are you also looking for competent personnel for your company? Contact us—we will be happy to assist you!
