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AI vs Humans - A Candidate's Perspective

AI vs Humans - A Candidate's Perspective


The introduction of artificial intelligence has brought about a significant shift in the way candidates are assessed and hired. The debate surrounding AI versus human involvement in the hiring process has become a focal point for job seekers worldwide. In this blog, we'll delve into the nuances of AI and human involvement in recruitment and explore which method candidates may prefer.

The Rise of AI in Hiring:

Artificial Intelligence in recruitment is not a futuristic concept but a present reality. AI-powered tools are designed to streamline the hiring process, from CV screening to candidate assessments. The promise of efficiency, unbiased decision-making, and data-driven insights has led many companies to integrate AI into their recruitment strategies.

Pros of AI in Hiring:

Efficiency and Speed:

  • AI algorithms can analyse thousands of CVs in seconds, significantly expediting the initial screening process. This ensures quicker responses to candidates and a faster overall hiring timeline.

Objective Decision-Making:

  • AI systems are programmed to be impartial, eliminating human biases that may unconsciously influence hiring decisions. This approach aims to create a level playing field for all candidates, irrespective of their background.

Data-Driven Insights:

  • AI tools gather and analyse vast amounts of data, providing recruiters with valuable insights into candidate trends, market demands, and the effectiveness of various hiring strategies.

The Human Touch in Recruitment:

While AI offers undeniable advantages, the role of human judgment and intuition in the hiring process cannot be overlooked. Human recruiters bring a nuanced understanding of cultural fit, emotional intelligence, and interpersonal skills that AI may struggle to grasp.

Pros of Human Involvement in Hiring:

Emotional Intelligence:

  • Humans excel at interpreting nuanced emotions, understanding interpersonal dynamics, and gauging cultural fit – aspects that are often challenging for AI algorithms.

Personalised Interaction:

  • Human recruiters can provide candidates with a personalised and empathetic experience, addressing concerns, and building a connection that AI may find challenging to replicate.


  • Human recruiters can adapt their approach based on the unique needs of a specific role or company culture, offering a level of flexibility that AI algorithms may struggle to achieve.

Candidate Preferences:

When it comes to the preferences of candidates, the answer is not black and white. It largely depends on the individual's experience and the specific stage of the hiring process.

Initial Screening:

  • Candidates often appreciate the speed and efficiency of AI during the initial screening phase. The quick feedback allows them to move forward in the hiring process or redirect their efforts elsewhere.

Interviews and Assessment:

  • Many candidates value the human touch during interviews and assessments. They appreciate the ability to connect on a personal level, showcase their soft skills, and discuss their experiences in-depth.

Overall Experience:

  • The ideal scenario for candidates might be a hybrid approach, where AI handles initial screening and data analysis, while human recruiters take charge of interviews, cultural fit assessments, and final decision-making.


As technology continues to advance, the challenge lies in finding an optimal integration that maximises efficiency while maintaining the essential human elements in the hiring journey.

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