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Can We Be Honest About How Recruiters Use AI?



Contrary to what LinkedIn "gurus" are telling you constantly, the industry reports and examples of AI use show that AI is NOT empowered to make candidate screening decisions independently, and many recruiters will push back on this point anyway. So far, I personally haven’t seen tools that do this, and in my experience, humans are always driving the decision in the end.



Here is how AI is used in recruitment right now, based on my knowledge and experience:

 


  1. Streamlining candidate sourcing

  2. Doing initial assessments with the AI-driven Interviews

  3. Enhancing candidate experience with chatbots

  4. Recording interviews and taking notes in interviews

  5. Using AI to scan interview notes and identify points of feedback for a candidate or the interviewer


Some of these processes are accessible to anyone, while others require investing in AI tools. It means that not all companies have integrated AI tools, and many still use applicant systems that are merely databases.



Industry examples on AI use in recruitment:

 

Insight Global, a staffing company, uses an AI model to match candidates from a database of hundreds of thousands to client job requisitions. The AI analyses skills, experiences, and preferences, significantly reducing the time to find suitable candidates. This was part of their 2025 AI in Hiring Survey, confirming widespread AI use among their recruiters, with 99% reporting some form of AI integration.
A recruiter from Stanford Health Care described using an AI-powered chatbot to streamline candidate interactions. The chatbot asks candidates a few questions, matches them to suitable roles based on their responses, and allows applications to be completed via mobile devices. This was verified as part of their AI adoption strategy in 2024, continuing into 2025.
Darius Smith, Director of Talent Marketing at Brother International, shared a first-hand account of their AI-driven recruitment overhaul. After launching a new career site with AI tools in 2024, they saw a 140% increase in completed applications. The AI system engages passive candidates and optimises “apply” options, freeing recruiters to focus on strategic tasks. This was verified through Phenom’s case study and remains relevant in 2025.

 

So, the number of AI-powered ATS that automatically reject resumes is still ZERO.

 

Do not be fooled by the wannabe coaches who sell you “resume optimising services for passing the ATS.” There is no such thing as a “resume passing the ATS”. The moment you apply, your resume will already be in the ATS. This brings us to what is actually important when it comes to your resume. 



I’m sharing the most viewed articles with actionable advice:

 



In case you need quick professional support:

 

1️⃣ Assess your job search skills for free with the Job Search Efficiency Scorecard:



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