Some 99% of hiring managers within the U.S. say they’ve used AI in some type in the course of the hiring course of, a 2025 report reveals.
AI can whiz in and velocity up cumbersome workflows (or make them disappear altogether). However after Quick Firm spoke to a number of hiring managers and chief human assets officers to grasp how HR is utilizing AI to rent immediately, it grew to become clear that for each profit that AI presents there’s a human price.
On this piece paid subscribers will:
- Get a step-by-step information outlining how AI is reshaping hiring—and who will get jobs.
- Be taught what HR is doing to make sure hiring stays as truthful as potential throughout the workforce.
- What job seekers can do to maximise their possibilities of touchdown the place.
1. Writing job descriptions, scheduling interviews
Most jobs include repetitive duties that may be simply automated, and hiring is not any completely different.
In response to the 2025 AI in Hiring report from worldwide staffing agency Perception International, which surveyed greater than 900 employees within the skilled companies industries, 75% of hiring managers use AI to schedule interviews, 54% use it to put in writing job postings, and 53% use it to take notes in the course of the interview and to draft emails to candidates. At Zillow, utilizing AI to guide interviews decreased the time it takes to schedule an interview with a candidate from 19 hours to half-hour, a 97% discount, the corporate says. In the meantime, documenting interviews with AI saved the staff 33 hours per quarter.
Bosses preserve that these are all good issues. “Our staff was freed as much as do extra strategic considering,” says Roz Harris, VP of expertise acquisition, engagement, and belonging at Zillow. “AI removes the executive no-joy work,” says Mary Alice Vuicic, chief individuals officer at Thomson Reuters, the place AI is used to assist write job descriptions, display résumés, schedule interviews, and transcribe conferences.
Corporations are additionally constructing AI chatbots to assist reply candidates’ questions as they navigate the hiring course of. At Genpact, an IT consulting agency, the Genpact Have interaction chatbot has dealt with a million-plus questions throughout 30 international locations up to now. It has additionally nudged candidates to complete their functions, enhancing completion charges by almost 50%. Nonetheless, this has include a value.
Harris factors out that as her staff of 15 constructed these instruments at Zillow, they knew they have been making their very own work out of date.
“There’s no hiding that the device we’re asking you to design may exchange you,” she says. Zillow labored with staff members to re-skill them and guarantee they may nonetheless work on the firm, regardless of AI taking on numerous their duties, Harris provides. However in a world the place workers may be being replaced by AI, an HR staff designing themselves out of jobs speaks to the truth we dwell in.
2. Screening résumés
The overwhelming majority of corporations immediately are additionally utilizing AI to display résumés.
In response to a report from Harvard Enterprise Faculty, more than 90% of companies are using an automated system to filter or rank middle- and high-skilled job candidates. And but? The identical report talked about 88% of corporations say certified high-skill candidates are filtered out as a result of they don’t match the factors within the job description.
HR administration firm Workday makes use of AI to display candidates for jobs. It’s at the moment dealing with a collective-action lawsuit by candidates who allege the algorithms discriminated towards them due to age, race, and incapacity.
Most of the specialists Quick Firm spoke to identified that human assets departments are deluged with job functions, partially as a result of AI has made it simpler than ever to use for jobs and spam hiring managers: DealBook experiences that functions with AI-generated résumés submitted on LinkedIn have increased 45% this year. Overwhelmed HR departments have little selection however to battle fireplace with fireplace.
“Candidates are utilizing AI and AI brokers to use for hundreds of jobs, so the candidate funnel has exponentially elevated,” says Ali Bebo, chief human assets officer (CHRO) of academic property firm Pearson.
Cognizant, an IT companies supplier, is growing an AI screening system that may rating and rank résumés with the purpose of rolling it out in December. The AI will fast-track certified candidates, permitting them transfer by validation steps and get to an interview with a hiring supervisor extra shortly.
Kathy Diaz, Cognizant’s chief individuals officer, is cautious to level out that the corporate is doing quite a few testing and high quality checks on the AI. “We need to guarantee we’re not lacking candidates that we shouldn’t and we’re choosing the suitable ones. We don’t need to waste anybody’s time,” she says. The hope, she says, is to finally save sufficient time to have the ability to supply teaching and suggestions to candidates who don’t make the reduce.
Nonetheless, whereas a number of hiring managers say they use AI to display résumés and supply a advice, the ultimate resolution, they contend, is as much as people.
Take up Software program, an AI-powered studying platform supplier, makes use of AI to rank candidates’ résumés. However people overview every utility to ensure the AI didn’t miss something; extremely ranked résumés get a few minutes of human overview, whereas lower-ranked résumés get about 30 seconds.
Not all corporations are on board with automating the method.
Zillow and Pearson chorus from utilizing AI to display résumés. “We’re not utilizing AI to display candidates, per se, as a result of there are some challenges which are on the market, some points which were on the market the place of us have been sued,” says Bebo of Pearson. “We’re fairly cautious with utilizing AI to do the screening for us.”
Résumé screening rewards candidates whose expertise matches the job description, however it could actually miss the candidates with unconventional backgrounds who could be potential stars. For instance, an econ doctorate with a well-liked weblog would possibly make an important private finance columnist for a media firm, however an AI would possibly skip over that particular person in the event that they haven’t any newsroom expertise.
To keep away from falling by the cracks, Cheryl Yuran, CHRO at Take up Software program, recommends that candidates present detailed résumés. Whereas a one-page résumé has been normal for years, she says candidates can go as much as two pages and must also embrace a canopy letter. “We went by a section the place the shorter the higher as a result of individuals have been studying each résumé,” she says.
“Now with AI studying it, you need to embrace a good quantity of description to indicate your full expertise so AI has sufficient knowledge.”
3. Interviewing
To this point, corporations that use AI to conduct interviews are within the minority, however maybe not for lengthy. In response to a 2024 Resume Builder examine, about a quarter of companies use AI to conduct interviews, and one other 19% plan to take action throughout the subsequent 12 months.
Brian Jabarian, a researcher on the College of Chicago, performed an experiment analyzing the results for 70,000 candidates who interviewed for a customer support place. Candidates have been interviewed by a human, AI, or given a selection of interviewing with a human or AI. Total, Jabarian discovered that the AI interviews supplied a extra constant expertise: AI interviewers had a 50% likelihood of overlaying 10 of 14 required subjects, in comparison with 25% for human interviewers. He additionally discovered that candidates interviewed by AI have been 12% extra more likely to get a job supply.
PSG International Options, the corporate that constructed the AI bot that Jabarian utilized in his experiment, is planning to roll out its AI interviewer in 80 international locations with greater than 5 million candidates in early 2026.
“We needed to do that earlier, however this represents a significant course of change and has a major impression on the candidate expertise,” says David Koch, PSG’s chief transformation and innovation officer. “We needed to make certain it labored as supposed and to completely perceive its results, so we started with a pilot and requested Dr. Jabarian to conduct an unbiased large-scale discipline examine to judge its impression.”
Regardless of the encouraging outcomes, Koch nonetheless recommends AI interviewing just for particular circumstances: high-volume, high-turnover jobs for which functions are pouring in. “AI interviews are usually not a great match when you must promote a candidate on the job, otherwise you want particular skills and match equivalent to a senior management place,” he says.
(As somebody who requested to attempt an interview with PSG’s AI, Koch’s assertion struck a deep chord, as I discovered the AI competent but soulless.)
At the moment, Cognizant makes use of AI to make screening calls that test a candidate’s availability and curiosity. AI can deal with 300 screening calls in a single hour in comparison with a recruiter, who can undergo 4 to 5 calls, whereas producing the identical success price as a human recruiter.
Whereas some corporations are utilizing AI to interview, the overwhelming majority of these Quick Firm we reached out to drew a tough line at utilizing AI for interviewing.
Secure Software program, a Canadian firm that helps organizations handle their knowledge, notes that it’s vital to maintain a human within the loop for interviews. “We lately introduced a brand new worker on board with a number of presents. She [said] the actual fact we didn’t make the most of any AI interviewers was an enormous cause [why] she selected Secure,” Bonnie Alexander, the corporate’s chief human useful resource officer, writes in an e mail. “Our human-centric method to the hiring course of spoke to her values, which is strictly the sensation we need to preserve as we proceed to broaden.”
Not all job seekers are a monolith, although. Per Jabarian’s examine, 78% of job seekers chosen AI when given a selection between a human or an AI interview. Jabarian believes it’s because AI interviewing allowed candidates to schedule interviews at their leisure.
4. Onboarding
In response to the Insight Global report, 50% of hiring managers are utilizing AI to deal with onboarding.
Onboarding is ripe for disruption: In a 2025 examine, 48% of more than 1,000 employees surveyed said a bad onboarding experience made them need to go away their job inside six months, and solely 28% of staff mentioned their onboarding course of ready them for his or her job.
At Atlassian, HR professionals constructed Nora, an AI agent that onboards new staff, which was rolled out in February of this 12 months. When a brand new worker indicators on, Nora shares info related to their position in addition to the precise duties they should full. Inside the first month, Nora accomplished 2,000 hours of labor answering questions from new hires and is now one of the extremely used brokers at Atlassian.
Going ahead, Atlassian is working towards utilizing AI to make the onboarding journey a one-click proceess. New hires will have the ability to begin by clicking on Atlassian’s AI-onboarding hub, which is able to mechanically assign new duties and coaching on Atlassian’s instruments and merchandise.
At Cognizant, AI handles onboarding for brand spanking new hires—making certain that kinds are crammed out correctly and fielding routine questions. One of many priorities Diaz has for the time AI saves is to reinvest it in enhancing the new-employee expertise. “We aren’t going to spend much less time recruiting, we’re going to spend completely different time—extra time talking with candidates about our tradition and matching them up with buddies and mentors to ensure they’ve a great expertise,” she says.
She factors out that ideally onboarding ought to be an extended expertise the place new staff get a 30-, 60-, 90-day, and one-year check-in, and HR can ask how issues are going and if there are any gaps. “We’re not simply automating what we’re doing,” she says. “We need to completely reimagine it.”
