AI hiring tools are used by many companies to speed up hiring. These tools can sort resumes, schedule interviews, and even chat with candidates. They save time. But they are not perfect. On their own, they can make mistakes or treat people unfairly.
That’s why human help still matters. People need to step in at key points. This keeps the process fair and makes sure the tools work the way they should.
Here are three common ways companies use AI during hiring—and where people should step in to make it better.
1. AI Chatbots in the Hiring Process
Many companies use chatbots to answer questions and guide applicants. These bots are fast and can work 24/7. But they often miss small details. They can also give bad answers or confuse the person using them.
How People Help
- Ask for Feedback: After the chatbot is used, send a short survey. Let candidates write their own answers. Use open text—not just thumbs up or down.
- Route to a Human: If someone asks a complex question, or gives an odd answer, the system should flag it. A human recruiter should follow up.
- Check for Bias: Review chatbot logs to see if it treats all users fairly. Make changes when needed.
One study found that 40% of job seekers do not feel good about AI in hiring. Nearly half said bots made the process feel cold. This shows why human touch is still important.
2. AI Sourcing and Matching
Some systems match resumes to job openings. They use past data and set filters to rank people. This can help find matches fast. But it can also skip great candidates who don’t fit a pattern.
Where People Step In
- Adjust Filters: Make sure the system does not block people with unique paths. Look for skills, not just titles.
- Check the Shortlist: Let recruiters go over the names the AI gives. They may spot someone worth a second look.
- Get Feedback from Recruiters: After looking at the list, ask recruiters how well the matches worked. Use quick feedback tools to collect this.
- Ask Hiring Managers: After each interview, ask if the match was good. This helps improve how the AI picks people.
- Ask Candidates Too: After the match, ask if the job seemed right. Did it feel fair?
AI is not neutral. One report showed that tools favored names linked to white candidates 85% of the time. Another showed that many job seekers think AI is more biased than people. That’s a problem—and one only people can solve.
3. AI Scheduling Tools
Many tools now set up interviews without needing back-and-forth emails. They check calendars and send times. This is a big time-saver—but it can also cause problems.
Some people work odd hours. Others are in different time zones. Some need special help. The AI might miss that.
How to Fix It
- Check Before Confirming: Let someone review the AI’s picks before sending them to candidates.
- Give a Way to Contact Support: Every message should have a way to get in touch. If someone has a conflict, they should not be stuck.
- Follow Up: After a time is set, send a quick note to check in. Ask if the time works.
- Ask for Feedback: After interviews are set, ask candidates how the scheduling went. Let them write about any problems.
- Ask Recruiters and Managers: Were the times good? Did the AI help or cause more work?
A report from Simpplr found that 63% of candidates feel ignored after applying. That shows the danger of too much automation. People still want to feel seen.
Ongoing Reviews
Using AI means you must watch what it does. This is not “set it and forget it.” These tools shape how people see your company.
Best Practices
- Train Your Team: Make sure recruiters and managers understand how the tools work.
- Run Regular Checks: Look for bias, mistakes, and missing data. Fix them fast.
- Get Feedback Often: Use short surveys for every part of the process. Ask candidates, recruiters, and managers.
- Use the Data: Don’t just collect feedback—act on it. Change how the tools work if needed.
- Stay Legal: Make sure your system follows all laws. Review rules often.
Studies show that when AI is used the right way, hiring gets better. One study said companies using AI well are 46% more likely to find the right people. But this only works when people are part of the process — and when downstream metrics like onboarding experience and quality of hire are taken into account.
Final Word
AI for recruiting is useful. It helps teams move fast and stay organized. But on its own, it’s not enough. You still need real people to make it work well.
Human help is key. People catch errors, fix problems, and keep things fair. Survale collects feedback on the recruiting experience of hiring managers, as well as from candidates and recruiters, to help improve the tools over time.
Let AI handle the busy work. Let people handle the choices that matter.
FAQs
How can AI be used in the hiring process?
AI helps with resume screening, matching, interview scheduling, and chatbot support. But it still needs people to check its work.
Which AI tool is best for recruitment?
There’s no single answer. The best tool is the one that fits your system and allows for human review.
What is human intervention in AI?
It means real people step in to guide or correct what AI does. This keeps hiring fair and accurate.
How is AI being used in HR and recruitment?
AI supports hiring by sorting candidates, sending messages, and managing tasks. It also collects feedback—but people still guide key decisions.
