AI versus candidate experience

At this moment, many companies are still unsure how best to deal with AI in recruitment , whether it’s applications being reviewed and rejected by AI, AI being used as note takers, or AI writing rejection emails. Homogeneous AI-based (non‑human) interactions versus human‑led interactions are difficult to combine.

Of course, we must be aware of how to manage candidate engagement and frustration.

Sometimes it feels like hitting a wall that won’t budge, no matter how many times and hard we try.

For example, an AI note taker cannot truly capture human connection, the special words candidates use, or their emotions.

It can check grammar and keywords, but that’s not enough to uncover all talent.

We should also take a close look at the following areas:

• Career site and job descriptions

• Recruitment marketing and social media

• The online job application process

• Any communication from the recruiter, recruiting coordinator, talent sourcer, interview team, or hiring manager

• The interview process itself

• Follow‑up communication once interviews are complete

• Rejection or job offer

• Offer negotiation and acceptance

• New hire onboarding

🧠 Quick Thoughts on AI in Hiring:

• Too robotic = bad vibe : Using too much AI can make your hiring process feel cold and impersonal and that hurts your brand.

• Bias hides in the machine : AI learns from past data. If history was unfair, the tech can replicate those mistakes. Transparency matters.

• Frustrated candidates = brand damage : Auto‑rejections, no feedback, or unclear decisions can leave candidates annoyed - and talking about you online.

#AI #hiring #recruitment #jobhunting #candidateexperience