Recruitment & HR

Balancing AI Tools with Human Judgment in Recruitment

Alexander Asante · 31 Jul 2026

Half the recruitment team now leans on AI tools to screen and shortlist candidates, which is saving us time but also causing some issues. We have had a few instances where the AI tool has rejected a candidate who would have been a great fit for the role, just because they didn't match the exact keywords we were looking for. I do not want to completely get rid of the AI tools, but I want to make sure we are using them in a way that still allows for human judgment and oversight. How do you strike a balance between using AI tools to streamline the recruitment process and making sure that human recruiters are still involved in the decision-making process?

👍 636 💬 1

1 reply

Emma Barnes · 31 Jul 2026

Honestly I've been thinking about this a lot since we started using Workday to streamline our recruitment process, and one thing that's worrying me is bias in the AI tools themselves. We cannot assume that the algorithms are completely neutral, and if they're trained on our existing hiring data they may just perpetuate existing biases. I think we need to look into how we can regularly audit these tools to make sure they're not unintentionally discriminating against certain groups of candidates.