Robert Kenward says AI isn ’ t the enemy , but a tool to make recruiters better at their jobs

I in recruitment ? It ’ s here and if you think you can ignore it , you ’ re already behind the curve . But AI isn ’ t the magic bullet that ’ s going to replace recruiters . It ’ s a tool , not a talent specialist .

This year , AI will be deeply embedded in hiring processes . It ’ s already transforming candidate screening , job descriptions , and applicant tracking systems ( ATS ). Employers love it because it speeds things up . But faster doesn ’ t always mean better .

The Good , The Bad , and The Algorithm AI will make life easier by cutting down the time spent sifting through CVs ( but I should point out that if your job advert is attracting hundreds of applicants ,

you are doing something very wrong ). It spots keywords , matches skills , and ranks candidates faster than a recruiter can . It is already a lot better than it used to be – instead of just spotting key words , AI can now ‘ read ’ and assess a sentence , fit and put a candidate forward based on the nuances of a sentence rather than straight key word matching . This all sounds perfect until you realise that relying solely on AI means you ’ re potentially filtering out brilliant candidates because their CV didn ’ t quite tick the algorithm ’ s boxes .

And let ’ s not forget all the job adverts that AI is generating at scale , but if you ’ ve read one AI-generated ad , you ’ ve read them all – bland , repetitive , and full of corporate nonsense . “ Seeking a dynamic self-starter to join a fast-paced environment ?” Please . If you are going to get AI to write your job ads , at least get a human step in to make sure they don ’ t sound like they were cut and pasted from a 2010 LinkedIn post .

Above : Robert Kenward

“ Companies using AI as a crutch instead of a tool are setting themselves up for failure .”

n Robert Kenward is a Fitability ® recruiter and founder at Jigsaw Talent Solutions .

AI is an assistant , not a decision-maker AI can do the legwork , but recruiters still need to do the thinking . The best hires don ’ t come from data analysis alone . They come from gut instinct , experience , and actually speaking to candidates .

AI won ’ t tell you if a candidate is a great cultural fit or could add value to the team . It won ’ t pick up on soft skills or spot someone with potential beyond their current CV . That ’ s why companies using AI as a crutch instead of a tool are setting themselves up for failure . AI in recruitment isn ’ t new . ATS systems have been scanning CVs for years . The difference now is that AI is getting smarter , but so are candidates . People are learning how to ‘ beat the system ’ by stuffing their CVs with keywords to get past the AI gatekeeper . So , you still need a recruiter to separate the genuinely qualified from the keyword-stuffing chancers .

The future : a smarter balance AI isn ’ t the enemy ; it ’ s a tool that can make recruiters better at their jobs if used correctly . Automate the admin ? Absolutely . Use AI to filter initial applications ? Sure , if it ’ s a volume approach you ’ re going for . But the final decision ? That needs a human touch .

Recruiters and employers who embrace AI while keeping their instincts sharp will win in 2025 . Those who rely on AI to do all the work will be hiring their next employee via chatbot and then wondering why it ’ s not working out . n