AI and Recruitment

March 12, 2018

Hiring process productivity


Recruiters often have to endure low-level tasks as part of their operations. But with the use of AI that can schedule interviews, find and rank candidates, auto-generate specified tests (particularly for technical or IT candidates), these menial tasks can be taken out of the hands of recruiters, saving them time and energy. While the AI products perform these tasks, they are able to track the data too. 


More human communication


This is possibly the most important impact. With all that AI is helping with, there are many tasks that can be minimised if not completely ruled off the to-do list for most recruiters. Because of this, it is imperative that recruiters play the role they do best, that of a human. Whilst AI advances are exciting and can help with an abundance of technical and decision-based tasks, they cannot express words of encouragement or meaningfully congratulate a person on getting the job. AI cannot meet you face to face and make you feel comfortable. Recruiters will also be able to sell better, selling themselves as trustworthy and selling their opportunities as the best ones. These are the things that AI won’t do. Recruiters will be learning a lot about new technology in the near future, but they will also be revaluating the way in which they interact with candidates and clients.


Smarter hiring


Sourcing candidates can be made easier too. Not just by finding them in an extensive database but also by getting help based on existing data to write job ads focused on the candidate you need or to differentiate your company.


When screening, recruiters rely on resumes, which don’t always express a full picture of a person’s skills and capabilities. In resume’s – especially outdated ones, achievements are commonly hidden or non-existent. So, in these cases, there is AI that creates engaging tests with specific tasks suitable for the job advertised. When an applicant completes this test, a company is likely to have the most up-to-date measure of their skill set. 


And of course, there are AI algorithms that can select the best possible candidate from collected data that is able to remove the chance of human bias. AI is still a fair way from completely determining who a company should hire. Realistically, it doesn’t seem possible that AI could definitively select a candidate for your company (ever) given the need for human to human interaction and rapport. But it can definitely help in narrowing down choices for a recruiter.

Tracking data for future effectiveness


Tracking data should be completely essential for every single candidate communication. A company who uses several AI tools to source candidates will automatically grow a database built from the information they received from that candidate at the time. This is then stored and can be used for future reference. Yes, I know, most companies do have a database… but it isn’t always properly filled out or relevant. There are ‘personal assistant’ type programs that track a candidate’s progress from the beginning to the end and every interaction in between. With this, a recruiter might not even need to post a job ad if they are notified of previous candidates who are suitable for the role.

So, doesn’t this all sound great? It does, but there are still concerns that AI tools might replace human employees. Realistically, it just doesn’t seem plausible at this stage. The point of most AI produced for recruitment is to make things easier. If companies are educating staff and adapting to new changes, I don’t think anyone is in danger of losing their jobs. Most importantly, it will help people do their jobs better. Recruiters will be able to create relationships with clients and candidates better than ever before.

By Mimi Petrakis May 1, 2025
Hiring IT Web Developers on Contract is a Smart Move for Your Transformation and Security Projects
A man is sitting at a desk in an office holding an ipad.
By Mimi Petrakis March 31, 2025
In the fast-evolving IT and digital industry, organisations must constantly adapt to new technologies, processes, and strategies to remain competitive. A Change Manager plays a critical role in ensuring these transitions are smooth, effective, and embraced by all stakeholders.
By Mimi Petrakis February 28, 2025
As the IT & digital industry continues to evolve, staying informed on salary trends and employment dynamics is crucial for both professionals and businesses. Last month, Peoplebank’s highly anticipated February 2025 Salary Guide was released, offering comprehensive salary insights, job market analysis , and hiring trends to help you navigate the ever-changing landscape of IT & digital employment in Australia. Key Insights from the Peoplebank Salary Guide 2025 Our latest salary guide delivered state-by-state salary benchmarks for various IT & digital roles, providing clarity for job seekers, hiring managers, and industry leaders. It also includes expert insights from Peoplebank specialists, highlighting the latest employment trends shaping the industry. “Our Salary Guide reflects the major challenges and opportunities within the dynamic IT & digital industry. The guide serves as a critical resource for stakeholders, providing insights into commercial realities as the year begins and empowering both talent managers and IT & digital professionals to make informed strategic decisions aligned with the current market.” Tim Moran, Executive General Manager, Peoplebank and Leaders IT What’s Trending in the IT & Digital Job Market? Job Market Stability : The number of professionals changing jobs has continued to decline since 2024, with a rise in job tenure. This suggests a growing emphasis on job security and long-term career planning in the IT sector. Contractor Rates & Permanent Roles : A softening of contractor rates indicates a shift in preference towards permanent employment, reflecting a changing job market dynamic. Talent Development Focus : Companies are prioritising in-house talent development , tailoring skills to meet their specific organisational needs rather than solely relying on external hires. Most In-Demand Roles : Software Engineers are in high demand as businesses invest in AI, automation, and cloud-based solutions to accelerate digital transformation. Solutions Architects are increasingly sought after to design scalable, efficient, and secure IT infrastructures that support evolving business needs. Download the Full Salary Guide Understanding salary trends, hiring patterns, and emerging job market shifts can give you a competitive edge—whether you’re an IT professional planning your next career move or a business seeking top digital talent. Download the full Peoplebank Salary Guide now to access the latest insights and ensure you're staying ahead in the IT & digital industry.
An older woman working in tech faces the camera in the boardroom men are working on tablets in the background
February 2, 2025
As we wrap up the first month of 2025 what have our experts learned? Peoplebank Account Manager Elizabeth Fairweather shares her thoughts and predicts the trends to come
By Mimi Petrakis December 31, 2024
What's ahead for 2025?
By Mimi Petrakis November 7, 2024
Your resume is the first thing a potential employer will see from you. Make sure you take time planning and thinking about your resume.
Blue tile with white text that shows the new Leaders IT and Peoplebank logos and title 'a new look'
By Mimi Petrakis November 1, 2024
Peoplebank and Leaders IT: A fresh look for a new era in recruitment
A poster for navigating the current it job market
September 4, 2024
Read about Navigating the Current IT Job Market: Strategies for Success Amidst Uncertainty from Peoplebank
A group of people are working on a project together.
By Mimi Petrakis July 13, 2024
Read about “How do I Ask for a Reference?” Your Key to Landing the Perfect Role from Peoplebank
A group of people are sitting at a table with laptops.
By Mimi Petrakis June 5, 2024
Read about Career CUSP: Empowering Talent & Employers from Peoplebank
More Posts