How AI Is Changing Recruitment

Artificial intelligence is changing how people hire and how people apply for jobs. It is already part of the process. From scanning resumes to setting interviews, AI is speeding things up. But it also brings new problems.

We asked recruiters, hiring managers, and HR leaders how they are using AI today. Here is what they said.

Faster Screening

Harrison Jordan, founder of Substance Law, says AI makes it easier to rank candidates and keep them engaged. Chatbots answer basic questions, book interviews, and help recruiters save time. AI also learns from past hires to guess who might succeed in a role.

Nancy Avila, Community Manager at ViewPointe Executive Suites, sees how her clients in law and consulting are adapting. Applicants now put numbers at the top of their resumes. Things like “reduced processing time by 40%.” The Applicant Tracking Software picks that up right away.

That is where speed makes the difference. New AI resume builders let candidates create an ATS-friendly resume in hours, not days. Getting it in quickly means they are seen while the role is still open, instead of missing out because the system has already moved on.

Resumes in the AI Era

AI tools help candidates write cleaner resumes. But there is a risk. Nicole Fougere, founder of TaiLR Made AI, says many resumes now look the same. Recruiters are also seeing a rise in generic or fabricated applications, which makes it harder to find real talent.

Dawn D. Boyer, Ph.D., CEO of D. Boyer Consulting, has seen the same thing. She says AI often creates vague resumes that hide real skills. “The wording is often weak and full of subjective verbs,” she explains. For candidates, that means fewer callbacks.

The lesson is clear: authentic resumes that show real actions and results stand out more than generic ones. That is what the new generation of AI-powered resume builders are trying to address. They aim to give candidates the efficiency of AI while preserving their unique story and achievements.

Speed and Onboarding

In health care, speed is everything. Sam Arora, CEO of The Arora Group, says his team uses an AI assistant that talks to candidates the moment they apply. If a nurse applies at 11 p.m., she can chat with the system and wake up with an interview already scheduled. AI also helps with onboarding. It makes filling out forms faster so clinicians can get to work sooner.

In the hiring process, speed matters too. The new generation of AI-powered resume builders are designed with this in mind. Instead of spending hours tweaking layouts or guessing which keywords to use, candidates can create a polished, tailored resume in minutes. That means less time stuck in formatting and more time applying for the right roles.

For recruiters, this also speeds up the process. Clearer, well-structured resumes allow hiring teams to spot relevant skills faster and move qualified candidates forward without delay.

New Skills Employers Want

AI is not only shaping hiring. It is now a skill by itself. Crystal Kendrick, President of The Voice of Your Customer, says she expects new hires to show they can use generative AI, just like Microsoft or QuickBooks.

Knowing how to use these tools is no longer extra. It is expected. The new generation of AI resume builders takes this into account by nudging applicants to highlight their experience with emerging tools. This helps candidates present a more modern narrative that shows they can keep up with the changing workplace.

What Works and What Doesn’t

Robert Hourie, Director at Elwood Roberts Ltd, has tested many AI tools in recruitment. He finds resume sorting the most useful, with platforms like Manatal speeding up shortlisting and surfacing candidates he might have missed. “AI-driven sourcing has uncovered around 40 percent of candidates I would not have found otherwise,” he says. “But I still have to double-check everything. For senior or niche roles, AI is miles from being able to replace me.”

The limits are clear. Non-linear careers, transferable skills, and cultural fit are often overlooked, while keyword stuffing can let weak resumes slip through and strong candidates get screened out.

For job seekers, tailoring resumes with the right keywords and keeping formats simple remain essential. Clear and structured answers also perform better in AI-scored video interviews. The new generation of AI resume builders is tackling these challenges by guiding applicants to highlight transferable skills, avoid keyword traps, and create resumes that both machines and humans can read with clarity.

Bias and Fairness

Not all challenges are about speed. Bias in recruitment has been a long-standing issue, and AI can help address it.

Yeelen Knegtering, CEO and Co-founder of Klippa, explains that anonymizing personal details such as name, age, gender, nationality, and appearance allows recruiters to focus on skills and experience. With ReachATS, his team built a system that evaluates resumes objectively, without human bias shaping the decision.

“This technology does not replace recruiters. It empowers them to make better and fairer choices,” Knegtering says. “Over the past year, we have seen it increase diversity in candidate pools, reduce administrative work, and improve compliance with privacy regulations like GDPR.”

AI in recruitment works best when it removes barriers and strengthens human judgment. The same idea is shaping the new wave of AI resume builders. Instead of pushing out generic, one-size-fits-all resumes, these tools guide candidates to frame their skills in ways that are measurable, verifiable, and relevant. By stripping out vague filler language and prompting for clear achievements, they reduce the risk of bias creeping in through guesswork. Recruiters get stronger signals about ability, and candidates have a fairer chance to be judged on what they can actually do.

The Big Picture

AI is saving time. It is improving candidate experience. But it also creates risks. Algorithms can reject strong candidates. Generic resumes slip through. Bias can spread faster if no one checks the system.

As Fougere notes, we are at a turning point. These tools can make hiring better. Or they can make old problems worse.

Spotlight on Yotru

This is the reason why we started building Yotru, a resume-tech platform that helps candidates stand out in AI-driven recruitment.

Jeffrey Huis in ’t Veld, Cofounder at Yotru, explains:

“Candidates are frustrated. They are told to write for machines, but the best opportunities still come from human decision-makers. At Yotru, we are bridging that gap. Our AI-powered resume builder helps applicants surface the right skills and keywords without losing their unique voice.”

Yotru’s approach lines up with what recruitment experts are seeing. If AI resumes are vague, Yotru’s goal is to make them stronger, clearer, and more authentic.

Embrace and Enhance with AI

AI in recruitment is here to stay. Some tools will save time. Some will create new problems. The challenge is to find balance.

For candidates, the best strategy is to stay real while learning how AI systems work. For employers, the answer is to keep humans in the loop while using smart tools.

Platforms like Yotru show that it is possible to embrace AI and still enhance the human side of hiring. That is where the future is heading.