The Human Touch: What AI Can’t Replace in Recruitment

An editorial landed in my inbox this week and the opening paragraph irked me enough to write a whole blog. I didn’t actually finish reading the editorial. I couldn’t.

It said, “For CEOs and HR leaders, hiring top talent has never been more competitive. Traditional recruitment methods are often slow, costly, and prone to human bias. Enter artificial intelligence (AI): a game-changing tool that is transforming how organisations source, evaluate, and onboard employees. By streamlining both hiring and onboarding, AI not only reduces inefficiencies but also creates smoother first impressions that boost retention.”

Sounds impressive, right? And it is. Except I think it misses something.

AI is everywhere in recruitment right now. Cut your time-to-hire. Speed up screening. Keep ahead of competitors. On paper, it looks like the silver bullet: faster hiring, less admin, more candidates through the door.

And let’s be honest - speed does matter. If your process drags, candidates drift. Competitors swoop in. Gen Z especially expect things to happen quickly: instant messages, one-click applications, feedback yesterday.

But here’s the thing. Candidates aren’t products, and recruitment isn’t a race where the fastest always wins.

When slower works better

Not every hire is about being first past the post. I once worked with a multi-site client where the main audience was mums returning to work. The initial approach was fast and functional - but it wasn’t landing.

What worked? A more mature recruiter picking up the phone, talking them through the role, and giving reassurance they could do it. That “motherly” touch boosted confidence - and the conversion rate.

It wasn’t about tech or speed. It was about care.

Different audiences, different needs

That’s the reality today. Some candidates value speed above all else. Others want reassurance and a human on the other end of the process. And sometimes, the same candidate needs both at different points.

A Gen Z graduate may expect quick-fire updates but also appreciate a real conversation before signing an offer. A parent returning to work may want more time to ask questions. A career changer may need encouragement to see themselves in a role.

If you treat every candidate the same way, you’ll miss people.

The risk of chasing speed alone

Hiring fast might solve the short-term problem - bums on seats. But if the process feels rushed or impersonal, the long-term damage to your employer brand can outweigh the quick win.

People remember how they were treated in recruitment. And they talk about it. Word of mouth spreads fast, especially when the experience feels negative or dismissive.

That’s why an obsession with speed, without balance, is risky.

Why hiring needs flexibility, not a one-size-fits-all approach

I don’t believe in one-size-fits-all hiring. The best employers adapt their process to their audience. That might mean:

• A shorter application form when you know speed is crucial.

• A faster interview turnaround for in-demand roles.

• Or more time and care when reassurance matters most.

AI and automation have a role to play. They can strip out the admin, keep processes moving, and stop candidates slipping through the cracks. But the real win is when that frees recruiters to do what tech can’t: listen, empathise, and build relationships.

Final thought

Speed has its place. Empathy has its place. The smartest hiring strategies don’t choose one or the other - they flex.

Because at the end of the day, behind every CV is a person. And people don’t all want the same thing.

As an extension of my clients’ teams, my job isn’t to criticise their hiring process. I know they’ve got stakeholders to answer to. But if I can see that the process might clash with the needs of the target audience, I believe it’s my job to flag it. And I do.