AI in Hiring: Efficiency Isn’t Enough—How to Keep Humanity at the Core

AI can boost hiring efficiency, but at what cost? Here’s how leaders can keep it real while using AI in talent acquisition.

Automating hiring is exciting—but watch out. In the rush to streamline, we might be ditching what matters: adaptability, empathy, and real connection. So, what does it take to lead with both AI and humanity?

In today’s data-driven world, AI is the ultimate power tool for talent acquisition. It promises faster screening, reduced admin time, and the ability to match skills to job requirements in seconds. But here’s the big question: is speed hiring worth it if we’re trading away the human touch that builds strong, adaptable, and inclusive teams?

Used right, AI helps companies find candidates whose skills align with role requirements, regardless of where they went to school or how pretty their resume looks. AI can reinforce all the harmful biases we’ve been fighting against if used wrongly. You want to shake things up with fresh talent. Unfiltered AI could keep you stuck in the same old loop of narrow definitions and “cultural fit” nonsense.

Here’s how to turn AI into your desired assistant—one that helps you spot potential and leaves the final call to human judgment. Let’s break down the challenges, some practical steps, and best practices for leaders who want AI to enhance their hiring game, not kill it.

The Big Challenge: AI Risks Reinforcing Outdated Norms

The hiring process is already weighed down by tired old norms and rigid criteria. It limits diversity and fails to capture a person’s actual potential. Most AI tools today are fed data that reflects years of traditional hiring practices. Think about it: if your algorithm is trained on yesterday’s job descriptions, it will only spit out yesterday’s candidates. And that’s a significant problem.

LinkedIn’s recent study confirms it: 67% of recruiters say AI improves efficiency, but 52% are worried it misses qualified candidates because of hidden biases in the data. Deloitte’s 2023 report showed that companies with a mix of AI and human oversight achieved 35% higher retention rates than those going all-in on AI. The message is clear: a fast process isn’t good if it keeps you stuck in outdated norms.

Time to be honest—if your AI favors certain schools or job titles because your last few hires came from there, you’re not making progress. You’re taking the lazy route. And in the end, that’s bad for business.

Actionable Steps: Making AI Work for Human-Centered Hiring

If you’re serious about hiring smarter, not just faster, here are some sharp strategies to make sure AI works for you—not the other way around:

1. Scrutinize Your Data: Before AI even touches your hiring process, go back and review what data it’s feeding on. Are you letting it sift through the same tired metrics, prioritizing conventional qualifications over real potential? Shift the focus to data highlighting adaptability, skills, and emotional intelligence—not just “years of experience” or degrees from top schools. That’s how you create an inclusive hiring pool that opens doors to unique talent.
2. Focus on Potential, Not Just Past Experience: AI’s strength? It can spot skills quickly. Use it to find the candidates with the right mix of capabilities, but don’t stop there. Regarding final interviews, shift your focus to adaptability, communication, and willingness to learn. AI can handle the preliminaries—now it’s your turn to see what the person behind the profile is made of.
3. Redefine Your Success Metrics: Let’s rethink what success looks like in hiring. Traditional metrics like “time-to-hire” might sound good in a quarterly report, but they miss the bigger picture. Add new metrics, like retention rates, adaptability, and employee satisfaction. Look beyond the resume and start measuring the growth potential. That’s how you’ll know if your team-building strategy is the real deal.

Example: Companies that Get the AI Balance Right

Look at companies like Unilever and IBM—they’ve nailed the balance between AI-driven efficiency and human insight. Unilever combines AI-based assessments with human interviews to evaluate each candidate holistically. They use AI to gauge skills and potential and humans to dig into soft skills and cultural fit. It’s the best of both worlds.

IBM? They use AI to highlight candidates who may not fit the typical mold but have the right skills. The focus is on potential and adaptability, which means they open opportunities for people with diverse experiences and backgrounds. IBM understands that AI should amplify human decision-making—not replace it.

These companies know that when AI is thoughtfully integrated, it enhances the process. It doesn’t take it over.

"Leaders who leverage AI without losing sight of human qualities—like adaptability and empathy—build stronger, more resilient teams." -John Bailey 2024

As Sundar Pichai, CEO of Google, put it, “As leaders, it’s our responsibility to ensure that AI empowers our teams rather than marginalizing candidates. AI is a tool, but empathy and judgment must remain ours to wield.” This quote nails it. AI can streamline and support—but empathy and judgment are the real heavy lifters in hiring.

Takeaway: Keep AI in an Amplifying Role, Not a Replacing One

The key to successful AI in hiring is balance. Use AI to identify potential, streamline screening, and assist in assessing skills, but reserve the final judgment for human interaction. Empathy, adaptability, and growth potential are qualities no algorithm can fully capture. So, as you incorporate AI, maintain practices that encourage meaningful human connections.

An Invitation: Review your hiring process this week and identify one area where human interaction could add value. For instance, consider introducing a final interview focused solely on cultural contributions and long-term potential. Use AI where it serves best—reducing repetitive tasks—while allowing human recruiters to assess a candidate’s holistic fit.

Final Thought

As the hiring landscape evolves, AI offers incredible opportunities to make hiring faster, fairer, and more efficient. But without intentional and ethical guidance, AI can easily stray from its purpose, becoming just another way to reinforce the status quo. The future of hiring isn’t about choosing between efficiency and humanity—it’s about finding ways to integrate them.

And if you want to dive deeper, check out “Rebooting AI: Building Artificial Intelligence We Can Trust ” by Gary Marcus and Ernest Davis.

This bestseller breaks down the promises, pitfalls, and realities of AI, focusing on the ethical side of automation. For any leader using AI in hiring, it’s a must-read reminder that even the most brilliant tech is only as powerful as its intentions.

The leaders who win with AI will be those who make it an ally, not a dictator—balancing efficiency with empathy and using AI to support, not replace, what makes us uniquely human.

About John Bailey

I am an entrepreneur, executive, father, and coach with over 15 years in product development, marketing, business growth, and leadership. As the founder of The Mindset Genesis , a coaching and advisory firm, I work with top executives, entrepreneurs, and influencers to help them unlock their full potential through mindset coaching, emotional intelligence, and practical business insights. Known for my non-traditional approach, I challenge clients to face obstacles head-on—breaking through barriers rather than avoiding them.

With expertise in growth strategy, cognitive psychology, and resilience-building, I empower leaders to excel at the highest levels. I integrate real-world experience with innovative strategies for transformational results. Writing and sharing these insights is my passion, and I welcome your thoughts and feedback—follow me for more on leading with purpose.

Disclaimers(s): The insights shared in this article are based on personal experiences and research in leadership, psychology, and physical resilience training. This article is for informational purposes only and should not be considered a substitute for professional advice. Readers should seek appropriate guidance before undertaking any new physical or mental challenges. Individual results may vary. The book recommendation above contains an affiliate link, meaning I might earn a small commission at no cost to you if you decide to purchase.