How much should we trust AI in recruiting? Is it wise to rely on it too heavily?
Let me share a few real world stories.
One of our clients recently shared feedback from the AI software they use to assess resumes. A candidate applying for a sales role was flagged as:
“A logical, analytical, and introverted individual who enjoys tackling complex problems with precision and accuracy—but does not have the personality for sales.”
My question is: How can AI determine someone's sales potential or personality from a resume or online profile? AI has never spoken with this person, has no context about their journey, nor any understanding of the motivation behind their career shift.
As recruiters, we often meet candidates who transitioned into sales after discovering a passion for it through hands-on experience in other roles. Many people "grow into" sales after years of working alongside successful peers or realizing their own untapped potential. Can a resume alone tell that story? Doubtful. And can AI recognize this kind of non-linear growth? Not yet.
In yet another story, a candidate told me he applied for a role and was instantly rejected by an AI screening tool. Weeks later, the company’s internal recruiter reached out to him about the same role. Understandably, he was confused—wasn’t he already rejected? After speaking with HR, he found out the AI tool was too selective and, in their words, “not fully reliable.” Ironically, he ended up receiving an offer. Without a human reviewing his background, the company would have missed out entirely.
Lastly, a story from a completely different industry. I had the opportunity to meet a winemaker during a recent trip who shared that their vineyard uses a top-of-the-line AI machine to sort grapes. But here’s the catch: the machine is too picky. If one grape in a bunch is bad, the entire bunch is discarded. So what do they do? They have a person manually go through the rejected grapes to save what’s still perfectly good. As he put it, “You can’t let the machine make all the decisions—you’ll lose a great product.”
These examples serve as an important reminder: AI is a fantastic tool when used to support human decision-making, not replace it. It lacks nuance, context, and the ability to truly understand human potential, motivation, and adaptability.
As recruiters, HR, and hiring managers, it’s on us to use AI responsibly, knowing its limitations, questioning its outputs, and always layering it with real, human insight.
Curious to hear your thoughts…have you come across similar situations?
Written by: Sandy Rivera, Senior Search Consultant at Hunter Crown, LLC
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