How to Leverage AI in Hiring Without Losing the Human Touch
AI has stormed into the world of hiring, promising faster processes, sharper insights, and game-changing efficiency. From sourcing and screening to scheduling and assessments, there’s no doubt that artificial intelligence is reshaping how teams hire.
But while AI might be accelerating workflows, it’s also raising questions – and eyebrows. Can an algorithm truly understand potential? What happens to empathy, nuance, and candidate connection in a world of automation?
It’s a tension that many talent leaders are now navigating. According to a 2025 McKinsey report, 78% of organisations are using AI in at least one business function. But, during a recent SocialTalent Live event, over 80% of participants said they wanted more balance between human and AI input in their hiring process. AI might be powerful and omnipresent – but people still matter.
This article explores how hiring teams can adopt AI without losing the human touch. We’ll look at where AI adds value, where human insight is still irreplaceable, and how to design a recruitment experience that’s both high-tech and high-trust.
Why the Human Touch Still Matters
AI is quickly becoming the co-pilot of recruitment – but it’s the human element that keeps the process on course. While tools can automate tasks and analyse data at scale, it’s human recruiters who build relationships, read between the lines, and bring empathy to moments that matter.
Kelly Tomkins, Global Recruitment Capability Lead at Accenture, summed this up perfectly during our TA in the Age of AI event: “Neither candidates nor hiring managers have told us that AI has managed to create that peak moment.” Those defining experiences – the ones that stick – still come from people.
Empathy, intuition, and cultural awareness are hard to replicate with code. And candidates notice. According to LinkedIn’s Global Talent Trends report, 69% of candidates say the interview experience influences their perception of a company. That’s not something you want to outsource to a bot.
That’s why leading companies are doubling down on what makes hiring human. AI might be transforming the process – but it’s the people behind it who give it heart.
Related read: Striking the Balance Between Automation and Human Decision-Making
Where AI Works Best in the Hiring Process
Used thoughtfully, AI doesn’t replace recruiters – it amplifies them. The real opportunity lies in offloading repetitive, time-consuming tasks so hiring teams can focus on what they do best: engaging, evaluating, and influencing people.
Here are a few areas where AI can make a real impact:
1. Screening at Scale
Tools can analyse resumes for skills, experience, and patterns that match open roles – fast. Some organizations use this to supercharge sourcing while keeping humans in the loop.
2. Scheduling and Coordination
AI handles interview scheduling and reminders in seconds, eliminating one of the biggest recruiter time sinks.
3. Chatbots and Candidate Communication
Early-stage interactions – like FAQs and status updates – can be handled instantly by smart chatbots.
4. Insights and Analysis
Accenture uses AI to summarise interview feedback across millions of interviews per year, allowing for faster, more consistent follow-up.
More on this in: Getting Recruiters Onboard with AI: A Practical Guide
Best Practices: Using AI Without Losing the Human Element
Here’s how to keep your hiring process high-tech and high-trust:
1. Be Transparent
Let candidates know where AI is used. A simple note on your careers page or in outreach emails helps set expectations.
2. Use AI to Support, Not Decide
Natalie Glick, Director of TA Strategy at BCG, advises: “The computer computes, and the human engages.” Keep the human in the decision loop.
3. Humanise Key Moments
Don’t automate offer calls, feedback conversations, or rejections. These are moments where empathy matters.
4. Audit for Bias
Regularly assess your tools for fairness – especially given the EU AI Act’s focus on recruitment as a high-risk AI use case.
5. Upskill Your Recruiters
AI changes the role – make sure your team is ready to embrace what only humans can do: connect, persuade, and judge fit.
Ethical Guardrails for AI in Hiring
With great power comes great responsibility – and AI in recruitment is no exception. While the technology can deliver efficiency and insight, it also raises serious ethical considerations. Talent teams need to be intentional, not just innovative.
Here are a few key areas where ethical guardrails are essential:
Bias and Fairness
AI models learn from historical data – and that data often reflects existing biases. If left unchecked, these systems can perpetuate inequality by favouring certain demographics, backgrounds, or behaviours.
That’s why it’s critical to:
- Regularly test AI tools for adverse impact
- Work with vendors who prioritise ethical AI development
- Include diverse voices in the review and implementation process
Bias isn’t just a technical flaw — it’s a reputational and legal risk.
Explainability
Can you clearly explain how your AI tools make decisions? If not, candidates – and regulators — will rightfully ask questions.
Explainability isn’t just a compliance issue. It’s about trust. Whether it’s how resumes are ranked or how assessments are scored, your team should understand (and be able to communicate) the logic behind the machine.
Data Protection
AI systems rely on large volumes of personal data to operate. That makes data privacy and security a non-negotiable.
Ensure your tools:
- Follow GDPR or other relevant data protection laws
- Store data securely and transparently
- Give candidates control over how their data is used
AI should never come at the expense of candidate autonomy.
Learn more: The Ethical Considerations of AI in Hiring
What Great Looks Like: Real-World Examples
Balancing AI with a human touch isn’t just a theory – it’s already happening inside some of the world’s most forward-thinking hiring teams. Here’s what that looks like in practice:
Accenture
Accenture conducts over a million interviews a year – and providing consistent, meaningful feedback at that scale is tough. By using AI to capture and summarise interview notes, they’ve streamlined the process while still ensuring hiring managers stay involved.
The result? More candidates get the insights they deserve, and recruiters gain time to focus on engagement and support – not admin.
BCG
At Boston Consulting Group, the TA team developed a model they call HT² – High Touch, High Tech. The philosophy is simple: use AI to handle the heavy lifting, but always anchor decisions in human interaction.
From parsing CVs to crafting personalised experiences, the tech does the work — but the people make the calls. It’s a framework that scales efficiency without sacrificing empathy.
Microsoft
Microsoft reimagined its internal job search tool with AI – but not at the cost of experience. Instead of surfacing roles by confusing titles, the tool prioritises relevance based on skills. This makes opportunities more accessible, especially for internal candidates looking to grow.
Crucially, their TA leaders made it clear: if AI ever risks reducing inclusion or fairness, they’ll walk it back. Productivity should never come at the cost of equity.
These are the hiring teams shaping a future where tech supports people, not sidelines them.
Related read: Balancing Act: Navigating the AI Revolution in Talent Acquisition
Conclusion: Augmented, Not Automated
AI is a powerful tool – but it’s not a replacement for human insight. The real opportunity lies in augmentation: using AI to handle the grunt work, so people can focus on what they do best.
Candidates still want to be seen, heard, and understood. And that means hiring will always need a human touch.
Want to learn how to balance AI with a more human hiring approach?
Get in touch with our team to explore how SocialTalent can help you scale efficiency without sacrificing empathy.
