AI Is Changing Hiring on Both Sides of the Table

Artificial intelligence is influencing nearly every stage of the hiring process these days. Job seekers are turning to AI tools for everything from writing resumes to optimizing applications, while employers are using it to screen resumes, manage applicant pools and more.

This shift raises an important question: if AI is helping both candidates and employers, what role should people still play in the process?

The answer is an important one because adoption is accelerating rapidly. In fact, according to HR.com's Future of AI and Recruitment Technologies 2024-25 report, organizations using AI in recruitment have nearly doubled since their 2023 report, increasing from 26% to 53%.

The interesting part is that both sides are using it.

Candidates Are Using AI as a Career Tool

For candidates, AI can be a valuable resource when used thoughtfully. It can help organize experience, improve grammar, identify missing skills to highlight, and tailor application materials for a specific role. For someone struggling to describe their accomplishments or communicate their value clearly, AI can provide a useful starting point.

The risk comes when candidates rely on AI too heavily. Recruiters are increasingly seeing resumes and cover letters that sound polished but generic. In some cases, application materials are filled with impressive language that doesn't accurately reflect the candidate's actual experience or abilities.

"AI can help candidates present themselves more effectively, but authenticity still matters," says Cassandra Wilson, Director of Human Resources at Beaird Group. "A resume might get someone's attention, but the interview ultimately reveals whether the experience and skills behind it are real."

Recruiters Are Using It, Too

As application volumes continue to grow, AI helps hiring teams manage the workload. According to SHRM’s 2024 Talent Trends study, 90% of organizations that use AI in recruiting do so to improve efficiency, allowing recruiters to focus on relationship-building and deeper candidate evaluation. Screening tools can quickly identify qualifications, sort candidates based on defined criteria, and surface applicants who might otherwise be overlooked in a large pool.

However, AI is not always equipped to recognize context, potential, or nontraditional career paths.

A candidate who gained valuable experience through military service, entrepreneurship, career transitions, or unconventional job titles may not fit neatly into an algorithm's preferred keywords. Human recruiters are often better positioned to recognize transferable skills, growth potential, and cultural fit.

Efficiency Matters, but So Does Judgment

"Technology can help us process information faster, but hiring is still fundamentally about people," Wilson says. "The best hiring decisions come from combining data with human judgment."

As AI becomes more common in recruitment, transparency and balance will become increasingly important. Candidates should view AI as an assistant rather than a substitute for their own voice and experiences. Employers should use AI to support decision-making, not replace it.

When either side depends too heavily on technology, valuable information can be lost. A candidate's personality, motivation, adaptability, and long-term potential rarely fit into a keyword search or an AI-generated summary.

Finding the Right Balance

The reality is that AI is here to stay. It offers clear advantages for both job seekers and hiring professionals, especially when it comes to saving time and improving efficiency. But successful hiring has never been solely about matching keywords to job descriptions.

It is about understanding people, evaluating potential, and building relationships. Those are qualities that technology can support but not replace.

The same principle applies well beyond recruiting. Across industries, leaders are exploring how AI can improve productivity, streamline processes, and support decision-making. The organizations seeing the greatest benefit are often the ones that view AI as a tool rather than a substitute for experience, judgment, and accountability.

As businesses continue navigating AI adoption, success will depend on finding the right balance between technological efficiency and human expertise. The organizations that achieve that balance will be better positioned not only to hire great talent, but also to make stronger decisions across the business.

If your organization is evaluating the role of AI in your operations, Beaird Group can help you navigate what comes next.