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AI recruiting: the ultimate guide (updated for 2024)

The AI recruitment revolution: AI's influence in reshaping hiring for efficiency and diversity - a comprehensive guide.

July 26, 2021
Yuma Heymans
April 26, 2024

Artificial Intelligence (AI) is revolutionizing the field of recruiting, providing tools and insights that streamline the hiring process, improve candidate experiences, and contribute to more diverse and equitable workplaces.

Here's an extensive guide on AI in recruiting, covering various aspects based on insights from different sources.

  1. AI recruiting: An Overview
  2. Trends in AI recruiting
  3. Steps to start using AI in recruiting
  4. AI recruiting tools

1. AI in Recruiting: An Overview

AI recruiting involves using artificial intelligence to automate repetitive tasks while offering personalization and data insights throughout the hiring process. These AI-driven tools can help in sourcing better candidates, automating applicant screening, and providing a more equitable interview process.

AI in recruitment aims to ensure roles are filled with the best candidates, significantly reducing the time and effort required in manual processes.

Examples and use cases

AI's application in recruiting includes AI technologies from generative AI for market research to data-driven search engines for candidate analysis. These tools assist in preparing for recruitment strategies and analyzing candidates across various criteria, such as experience and skills.

These are the most popular use case for AI:

  • Generative AI tools: AI can be used to generate content and insights, like outreach messages, job descriptions and full blown recruitment strategies (an example is ChatGPT).
  • Conversational chatbots: AI-powered chatbots can guide candidates to suitable roles, answer common questions, and help schedule interviews, significantly improving the candidate experience (an example is Phenom).
  • Intelligent search and matching: AI can effectively match candidates with the right job roles using techniques like semantic search, spell correction, prediction, and natural language processing (an example is HeroHunt.ai).

Industry and benefits

AI in recruiting offers significant benefits, including improving the quality of hires and aiding in diversity and inclusion efforts. By automating administrative tasks, AI allows recruiters to focus more on human interaction aspects. Furthermore, AI tools help create diverse talent pipelines by reducing unconscious bias in the hiring process.

  • Improving quality of hire: AI assists recruiters in automating administrative tasks, allowing more time for meaningful interactions with candidates. This leads to better quality hires and a more human-centric recruitment process.
  • Diversity and Inclusion: AI can help reduce unconscious bias in recruiting, contributing to more diverse and equitable hiring. It offers tools like diversity search filters and AI insights to identify diverse hiring trends and candidates.
  • Recruiter enablement and education: AI can assist recruiters in learning about new industries or jobs and can be used to create libraries of information for onboarding new recruiters.

Will AI replace recruiters?

A question that keeps recruiters in the dark oftentimes is if AI will replace recruiters.

AI is increasingly influencing recruitment, with potential to automate and enhance various functions and replace some functions partially and others completely, which will require the recruiter to adjust their role.

AI is set out to replace parts of the recruitment process, but other tasks and responsibilities will arise for the recruiter, like moving more to the talent advisor role.

Especially with AI recruitment agents like Uwi currently in the market, recruiters are expected to do almost no repetitive sourcing activities like searching, screening and outreach anymore.

Below a breakdown of some observations regarding this topic.

There are some significant benefits to using AI in recruitment:

The Adoption of AI is proven significant: a large proportion of companies, ranging from 35% to 45%, integrate AI in their recruitment processes, particularly among large and Fortune 500 companies, indicating a growing trend towards AI adoption in this sector​​. There are also clear efficiency gains: AI is recognized for its efficiency, with 86.1% of recruiters reporting that it accelerates the hiring process. This efficiency stems from AI's ability to quickly process and analyze large data sets​​. Next to that there can be significant bias reduction: approximately 68% of recruiters believe AI can diminish unintentional bias, thereby enhancing diversity and equity in the workforce. This highlights AI's potential role in promoting fairer recruitment practices​.

But there are also challenges and concerns: Despite these advantages, concerns remain. About 35% of recruiters fear AI may miss candidates with unique talents, and 26% worry about the potential negative impact on the HR industry​​.

Even though there are already advanced AI applications that extend beyond basic tasks, including predictive analytics for candidate assessment, AI-assisted video interviews, strategic talent sourcing, and support in onboarding and employee retention​​, the need for human involvement remains in some parts of the process: Human input remains vital, with 31% of people preferring AI-assisted hiring decisions that also involve human judgment. This suggests a preference for a hybrid approach that combines AI's efficiency with human insight​.

So what are the future prospects? The recruitment industry is expected to increasingly leverage AI for advanced tasks such as natural language processing for candidate screening and predictive analytics, with emerging applications in virtual reality for more immersive hiring experiences​​. Therefore AI is likely to reshape the role of recruiters, enabling them to focus more on strategic and relationship-building aspects, while AI handles more logistical tasks​.

In conclusion, AI is poised to be a transformative force in recruitment, offering efficiency and potential bias reduction, but with a continued need for human oversight and strategic input.

Read more on this topic here.

2. Trends in AI recruiting

The integration and impact of Artificial Intelligence (AI) in the recruitment process have marked a significant shift in hiring practices. As we delve into the current landscape of AI recruitment, a blend of statistical insights, industry trends, and practical implications emerges, painting a comprehensive picture of this transformative phenomenon.

AI recruiting statistics

Prevalence and Growth: AI's role in recruitment is expanding rapidly. Approximately 65% of recruiters now use AI in their recruitment processes​​. The global AI recruitment market, valued at $590.5 billion in 2023, is projected to grow at a Compound Annual Growth Rate (CAGR) of 6.17% through 2030​​.

Recruiter Perspectives: A significant majority of recruiters, about 79%, believe AI will soon be advanced enough to make hiring and firing decisions​. However, there is concern among 35% of recruiters that AI could overlook candidates with unique or unconventional talents​​.

Efficiency Gains and Cost Reduction: AI has been shown to speed up the hiring process, with 86.1% of recruiters affirming this benefit​​. Additionally, AI can reduce hiring costs by up to 30% per hire, making it a cost-effective solution for many organizations​​.

Bias and Diversity: There is a widespread belief that AI can help reduce unconscious bias in hiring, with 68% of recruiters thinking AI will remove such bias from the process​​. This is crucial as 48% of hiring managers admit to having biases​​.

What AI recruiting looks like in the real world

The integration of Artificial Intelligence (AI) in recruitment is transforming the hiring landscape, offering innovative solutions to traditional challenges. Let's delve into the real-life use cases of AI in recruiting, illustrating how various companies are leveraging these technologies to optimize their hiring processes.

A Global Telecom Company focused on graduate recruitment, managing to interview 3,880 engineering graduate candidates in just 37 days, achieving a high candidate satisfaction score of 8.6/10. This case demonstrates the efficiency of AI in handling large-scale recruitment within a tight timeframe.

Woodie's employed AI to transform its diversity recruitment, achieving a 300% increase in ethnic minority hires and a 200% increase in women hires. This highlights the effectiveness of AI in promoting diversity and inclusion in the recruitment process​.

Electrolux is a home appliance manufacturer that overhauled its recruiting process with an AI-powered platform, achieving remarkable outcomes. They experienced an 84% increase in application conversion rate, a 51% decrease in incomplete applications, a 9% decrease in time to hire, 20% recruitment time saved using one-way interviews, and 78% time saved through AI scheduling. This comprehensive platform includes a hyper-personalized external career site, internal talent marketplace, talent CRM, and automated campaigns functionality, significantly enhancing the recruitment efficiency​​.

Cigna was faced with the challenge of internal mobility and employee retention, Cigna utilized an AI-driven Intelligent Talent Experience platform. This led to 60% of employees completing profiles in the talent marketplace and 50% updating their skills and interests. The platform facilitated career growth within the company, reducing employee frustration with previous systems and contributing to enhanced skill development and retention​​.

Kuehne+Nagel is a global logistics leader that aimed to enhance employee experience and retention through AI in internal recruitment. They leveraged an intelligent talent marketplace, resulting in a 22% increase in conversion rate for internal candidates, a 20% decrease in time to fill for internal requisitions, and a 74% employee satisfaction rate with the experience. This approach provided employees with targeted job opportunities and development paths, thereby fostering a robust internal talent pipeline​​.

3. Steps to start using AI in recruiting

Integrating AI into recruitment processes offers a transformative approach to how organizations handle talent acquisition. This little guide is designed to provide recruiters with a practical and actionable roadmap for effectively implementing AI in their recruitment strategies.

Stage 1: Initial Assessment and Planning

Before diving into AI implementation, it's crucial to assess your current recruitment processes and identify specific areas where AI can bring significant improvements.

Steps for Stage 1

  1. Evaluate Current Processes: Identify time-consuming and inefficient areas in your recruitment workflow.
  2. Define AI Objectives: Clearly articulate your goals for integrating AI, such as enhancing screening efficiency or improving candidate quality.
  3. Select Suitable AI Tools: Choose AI tools that align with your objectives, like an AI-powered Applicant Tracking System for automated resume screening.

Stage 2: Implementation and Integration

With clear objectives and tools selected, the next step is the actual implementation and integration of AI into your existing recruitment practices.

Steps for Stage 2

  1. Implement AI Tools: Deploy AI tools for tasks like candidate sourcing and screening.
  2. Train Your Team: Educate your recruitment team on effectively utilizing these AI tools.
  3. Integrate AI into Existing Workflow: Ensure a seamless combination of AI tools with your current recruitment processes.

Stage 3: Addressing Practical Challenges

Implementing AI is not without its challenges. It's important to address potential issues proactively to ensure the success of your AI integration.

Steps for Stage 3

  1. Ensure Unbiased AI Use: Regularly audit AI algorithms to prevent biases in the hiring process.
  2. Balance AI and Human Interaction: Maintain a blend of AI and traditional recruitment methods to retain the essential human touch.
  3. Uphold Data Privacy and Compliance: Follow data protection regulations strictly while handling candidate information processed through AI tools.

Stage 4: Optimization and Monitoring

The final stage focuses on continuous monitoring and optimization of AI tools to ensure they align with your recruitment goals and adapt to evolving needs.

Steps for Stage 4

  1. Continuously Monitor AI Performance: Regularly assess how well AI tools are meeting your recruitment objectives.
  2. Gather Feedback and Improve: Collect feedback from users and candidates to refine your AI strategy.
  3. Update AI Tools and Strategies: Keep your AI tools updated to reflect the latest trends and organizational requirements.

4. Best AI recruiting software

In this list, we explore a range of AI recruiting tools, each offering unique features and benefits to cater to different business sizes, from small and medium-sized businesses (SMBs) to large enterprises. These tools are designed to optimize various aspects of the recruitment process, including candidate sourcing, screening, and engagement.


HeroHunt.ai stands out in the AI recruiting tool space with its innovative approach to talent sourcing. It leverages AI algorithms to scan multiple databases and online platforms, efficiently identifying top-tier candidates that match specific job requirements. This tool is especially adept at unearthing passive candidates who may not be actively seeking new opportunities but are open to the right offer. The Starter plan begins at $97 per user per month, and the Pro plan at $158 per user per month. HeroHunt.ai offers a demo upon request and has a 4.8/5 G2 rating. Its ability to predict candidate compatibility and success likelihood in a given role makes it best for mid-market and enterprise-level companies, particularly beneficial for recruiters aiming to tap into the passive candidate market for specialized or high-level positions.


HireVue combines video interviewing technology with AI-driven assessments to streamline the recruitment process. It allows recruiters to conduct more interviews in less time, while also gaining deeper insights into candidates’ skills and personalities. The pricing for HireVue starts at $35,000 for 2500-7500 employees, with custom plans available for larger enterprises. There is no information available regarding a free trial, but it has a G2 rating of 4.3/5. HireVue's AI-driven video interviewing and assessment tools are best suited for mid-market and enterprise-level organizations, particularly advantageous for recruiters needing to conduct a high volume of interviews, ensuring a consistent and fair assessment process.


Pymetrics stands out with its unique approach to candidate evaluation. It uses neuroscience-based games and AI to assess a candidate's cognitive and emotional attributes. This innovative method helps companies to identify the best-fit candidates based on their potential rather than just their resume. Pymetrics is priced on a custom basis, and there's no information available regarding a free trial. It has a G2 rating of 4.1/5. This tool is particularly useful for companies looking to reduce unconscious bias in hiring and improve diversity. It's best for organizations of all sizes, especially those keen on implementing an innovative and science-backed approach to talent assessment.


Entelo utilizes AI to help companies find, engage, and attract diverse talent. It offers a robust search engine that scans multiple platforms to find candidates that match specific job criteria. Entelo is also known for its diversity filters, which help companies improve their diversity and inclusion efforts. Pricing information is not publicly available, and there is no free trial offered. However, it has a G2 rating of 4.2/5. Best suited for mid-market and enterprise-level organizations, Entelo is particularly effective for those committed to enhancing diversity in their recruitment process.


Ideal is an AI-powered talent intelligence system that automates the screening and shortlisting of candidates. It integrates with existing applicant tracking systems and uses AI to analyze resumes and predict which candidates are the best fit for a role. Pricing starts at a custom quote, with no free trial information available. Ideal has a G2 rating of 4.5/5. Ideal is most beneficial for large organizations looking to streamline their high-volume recruitment processes and reduce time spent on manual screening.

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