I work both sides of this, running my reverse recruitment practice for candidates AND consulting with HR teams on hiring strategy. Here's what's working on the company side.
Resume screening, heavily augmented, not replaced.
Most ATS systems now have AI scoring layers. Companies that let AI auto-reject see worse hire quality 6 months in. Companies using AI to surface top candidates for human review are reporting 30-40% time savings with quality intact.
Interview prep automation, emerging.
AI generates interview questions calibrated to the JD and candidate background. Hiring managers still run interviews; AI prepares them faster.
Reference automation, limited adoption.
Companies trying AI-driven reference calls are finding the conversion is poor, references want to talk to humans about specific situations. Most have rolled this back.
Onboarding personalisation, early but promising.
AI building personalised 90-day plans based on role + candidate background. Some companies seeing 20% reduction in 6-month attrition. Worth watching.
Content for talent attraction, uneven.
AI-written job descriptions are getting filtered by candidates as much as by ATS systems. The companies winning here are using AI for first drafts then heavy human editing.
The broad pattern: the companies winning with AI in hiring are augmenting humans, not replacing them. The ones trying to fully automate are getting cost reduction and quality reduction simultaneously.
If you're a leader thinking through your team's AI hiring strategy: DM me, happy to talk through what I've seen work.
— Dr. Hosney Adel