Why we still need human insight when hiring
AI will continue to reshape hiring, but the future of talent acquisition depends on how organisations use these tools –not the tools themselves.
In 30 seconds
Technology is reshaping hiring from the ground up – changing how roles are defined, who sees them and who makes it through the funnel. But it also raises urgent questions about fairness and hidden bias.
Automation promises efficiency, yet it can quietly hard‑code old assumptions, make applicants look identical and risk narrowing opportunities if organisations aren’t paying close attention.
Amid the disruption, human insight becomes the differentiator – spotting potential, reading context and ensuring decisions build diversity, culture and long‑term strength.
- Spotify
- Apple Podcasts
AI is transforming how organisations recruit – from writing job descriptions and filtering CVs to conducting video interviews and analysing interview responses. But as Dr Isabel Fernández-Mateo explains on The Why Podcast, the rise of automation creates new challenges that leaders cannot ignore. More applications, more rejections and the risk of reinforcing old biases mean human oversight is not just helpful – it’s essential.
How AI is reshaping hiring: more applications, more rejections
One of the biggest shifts happening in recruitment today is sheer volume. Generative AI makes it far easier for candidates to apply to jobs at scale. With tools that craft CVs and cover letters instantly, application numbers are surging but this means so are rejection rates.
This change matters. Isabel’s research shows that frequent rejection reduces the likelihood that candidates will apply again, particularly women, who are more attuned to the fairness of a selection process. In high rejection environments, she finds that the talent pool grows less diverse over time. If AI accelerates this trend, companies may inadvertently damage their future pipelines before candidates even reach interview.
Why bias still threatens hiring fairness in an AI driven system
AI promises more objective decision-making in recruitment, but it is only as fair as the data and code behind it. When AI tools scrape historical job descriptions and past hiring patterns, they risk rebuilding the same assumptions organisations are trying to dismantle.
This includes:
- Gendered or exclusionary language embedded in past job descriptions
- Targeted ads that reach only candidates who resemble existing employees
- Homogenised applications, as candidates use AI to produce similar CVs and cover letters
Instead of surfacing fresh talent, AI may produce a narrower pool. People who might have otherwise applied for these roles might never see them and that risks a workforce that seems more polished but is ultimately less distinctive. Without active intervention, companies risk using new technology to replicate old biases.
What hiring managers must be cautious of when using AI
Isabel emphasises that AI should support human decisionmakers, not replace them. To keep hiring fair, effective and futurer-ready, managers should focus on three core safeguards:
- Apply human context to AI outputs
AI cannot understand team dynamics, organisational culture or long-term strategy. Hiring managers must interpret results, not simply accept them. Contextual knowledge remains a uniquely human strength.
- Track fairness, transparency and ownership
Companies need clear responsibility for how AI tools are chosen, trained and measured. Without transparency, bias goes unnoticed and risks being embedded.
- Monitor second order effects
More applications can seem positive, but Isabel’s research warns that rising rejection rates can push underrepresented groups out of future hiring funnels. Leaders must track not only who applies, but who keeps applying.
A future where technology enhances human decision-making
AI will continue to reshape hiring, but the future of talent acquisition depends on how organisations use these tools –not the tools themselves. By combining automation with strong human judgement, hiring managers can build processes that are faster and more efficient without sacrificing fairness, diversity or organisational fit.
The smartest recruitment strategies won’t rely on AI alone. They will use AI to enhance what humans do best: interpret nuance, recognise potential and make decisions that shape the long-term strength of an organisation. AI might be a big part of the future but human insight, when it comes to understanding other humans and hiring, is vitally important.
