How to Use AI in Hiring: A Friendly Guide to Smarter, But More Human Recruiting

If you’ve been hearing about AI in hiring lately, you’re not alone. From LinkedIn feeds to boardroom talks, everyone’s talking about how AI is transforming the way we find and hire talent. And while it might sound like a tech-heavy topic best left to engineers and data scientists, the truth is: AI in hiring is for all of us. Especially recruiters, founders and HR professionals who want to hire better, faster, and more fairly.

We work closely with tech startups and growing companies every day, and we’ve seen firsthand how powerful (and practical) AI can be in the hiring process.

So we wrote this guide for you, a warm, friendly walkthrough of how to use AI in hiring, what it really means for recruiting teams and how to make sure you’re using it ethically, efficiently, and in a very human way.

1. What Does AI in Hiring Actually Mean?

Let’s keep it simple. AI in hiring refers to software and tools that use algorithms to:

• Screen resumes
  
• Score candidates
  
• Predict job fit
  
• Automate communication
  
• Schedule interviews
  
• Analyze job descriptions
  

And more.

So when we talk about “how to use AI in recruiting,” we’re really talking about using these tools to streamline time-consuming tasks, reduce bias (when done right), and help recruiters focus on what they do best: connecting with people.

2. Why Use AI in the Hiring Process?

Here are a few reasons companies are turning to AI in hiring in 2025:

✔ Speed: AI can scan hundreds of resumes in seconds.
✔ Consistency: Algorithms don’t get tired, distracted, or skip details.
✔ Bias Reduction: AI can help standardize evaluation, but more on that in a bit.
✔ Better Candidate Experience: Automated follow-ups and chatbot support help candidates stay informed.
✔ Strategic Insights: AI helps you see patterns in hiring, skills gaps and talent pipelines.

But as we always say at MEHR: just because a tool is fast doesn’t mean it’s right for every decision. 

That’s why combining AI with human judgment is where the real magic happens. 

3. How to Use AI in Hiring (Step-by-Step)

Ready to explore how to use AI in hiring without losing the human side of recruiting? Here’s a simple guide.

Step 1: Define Your Hiring Goals

Before you touch any tech, clarify:

• What role are you hiring for?
  
• What are the must-have skills?
  
• What stage of the hiring process needs the most support (sourcing, screening, scheduling, etc.)?
  

Step 2: Choose the Right AI Tools

Some examples of how AI fits into the recruiting process:

✨ Job Ad Optimization: AI can help rewrite your job descriptions to attract more diverse candidates.

✨ Resume Screening: Tools like HireVue, SeekOut or Manatal can score and filter applicants based on job criteria.

✨ Chatbots for Candidate Engagement: Tools like Paradox or Humanly can answer FAQs, send reminders and schedule interviews.

✨ Interview Analysis: Platforms like HireVue can analyze facial expressions, voice tone, and responses (though this can be controversial).

Step 3: Integrate Thoughtfully

Don’t just throw AI at your hiring process. Ask:

• Where can AI save time?
  
• Where do you need a human touch?
  

A good rule of thumb: use AI for tasks, not decisions. Let it shortlist candidates, but don’t rely on it to make final calls.

Step 4: Monitor and Improve

Once you implement AI in your hiring process, keep track of:

• Time-to-hire
  
• Candidate satisfaction
  
• Drop-off rates
  
• Quality of hire
  

Use this data to continuously improve both your tools and your human approach.

4. AI in Hiring Process: Where It Helps Most

Not sure where to begin? Here are a few high-impact areas where AI in the hiring process makes a real difference:

● Screening and Filtering: Tired of reading 300 CVs for one role? Let AI do the first pass.

● Interview Scheduling: Save hours by letting AI coordinate calendars.

● Candidate Nurturing: AI-driven chatbots can engage candidates while you focus on high-touch relationships.

● Analyzing Talent Pools: Use AI to spot trends in who you’re attracting, and who you’re missing.

● Writing More Inclusive Job Descriptions: Some tools suggest ways to reduce bias in your language.

5. What About AI Bias in Hiring?

Let’s get honest: AI isn’t bias-free. In fact, it can inherit the same biases we’re trying to eliminate if it’s trained on biased data.

How to prevent AI bias in hiring:

• Regularly audit your AI tools.
  
• Use diverse data to train your systems.
  
• Combine AI insights with human oversight.
  
• Look for tools that offer transparency in how they make decisions.
  

At MEHR, we always advise our clients: use AI as an assistant, not an authority! Humans must be included in the hiring process. 

6. AI + Human: The Winning Combination

Using AI in hiring doesn’t mean removing humans. It means freeing them up from automated tasks. 

Humans are still the ones who build relationships with candidates.

Recruiters and hiring managers are irreplaceable when it comes to:

• Evaluating culture fit
  
• Coaching candidates
  
• Making personalized offers
  
• Navigating complex negotiations
  
• Representing your company values
  

So yes, use AI. But keep your recruiters close. 🙂 

Final Thoughts: AI in Hiring Doesn’t Replace People, It Supports Them

AI in the hiring process isn’t about replacing recruiters. It’s about making space for them to do the work that truly matters. The work that requires empathy, creativity and human understanding.

So if you’re wondering how to use AI in recruiting, start by asking: Where can tech save me time? And where do people need to lead the hiring process?

When you get that balance right, AI becomes your best partner. Not your competition.

Need help finding that balance?
At MEHR, we help tech companies and startups build smart, human-centered recruitment strategies. We’re here to chat, share ideas and help you hire with heart. Let’s talk!