The impact of AI on HR recruitment

AI is becoming increasingly important in many industries. AI tools are also being used more and more in the recruitment sector. AI is no stranger to HR recruitment specialists either: they use various tools to make different parts of their work easier and faster. Curious how they make their HR recruitment and selection more efficient with the help of artificial intelligence? We tell you in this blog!

More efficient work processes

With AI, HR recruitment specialists can automate various processes within their HR recruitment. Screening CVs, for example. These days you can have CVs analysed, filtered and assessed within seconds, based on criteria you set in advance. That way you match suitable candidates with vacancies in an extremely short time; great news if you have a wide choice of candidates. It can also lead to higher quality among the candidates you move on to the next phase. A win-win, then.

The role of chatbots in the application process

The rise of AI in HR can make a difference for the applicant too. For example, there are chatbots that let candidates who respond to a job marketing campaign answer the key screening questions via WhatsApp, fully automated, within an hour. That filters unsuitable candidates out of the process straight away. Schenk, for example, saved oceans of time when the organisation chose to use the Recrubo chatbot. Another advantage of a chatbot like this: it also makes applying quick and easy for the candidate. So you make a good impression right away and reduce the chance of someone dropping out. Do consider in advance whether this addition suits your target group. Chatbots can be an interesting option especially for young people, who are handy with social media and often busy on their phones.

More objective recruitment in HR

Unfortunately, not every recruiter is equally objective when it comes to selecting candidates. Discrimination, in whatever area, is still a recurring problem in the recruitment sector in 2025, including in HR recruitment. Fortunately, artificial intelligence doesn't see colour (or at least, not the way we do). An AI tool won't discriminate on age either. And that's good, because under the Dutch Act on Equal Opportunities in Recruitment and Selection (Wet toezicht gelijke kansen bij werving en selectie), discrimination of any kind is not permitted in the recruitment industry. Bear in mind that this only applies when an AI tool has been trained on datasets that contain no bias.

Predictive analytics

If an HR department could choose a superpower, it would probably be the ability to predict the future. Good news: that's exactly what AI tools like ChatGPT do, because they're prediction models. So you can use that for your HR recruitment too. AI tools can recognise and analyse trends and patterns in data, such as staff turnover figures or the future needs of your workforce. This can help an HR recruitment team make strategic decisions. Note: you can never rely 100% on the powers of AI. A lot is possible, but it isn't magic.

Are there also dangers of AI in HR recruitment?

Yes, there certainly are. AI tools like ChatGPT get their information from everything on the internet. That means incorrect information also ends up in the database. So you're completely dependent on the quality of this data. There's also a risk of a data breach or privacy violation. So think carefully about whether the benefits of using AI in HR outweigh the risks for you.

The human side of HR recruitment

So artificial intelligence can definitely be a good addition to your recruitment process. It can make it easier and faster, for the team of recruiters and for the candidate. For recruiters, it means they have more time left for the human and strategic side of their work, such as good, in-depth conversations with candidates. And don't forget that recruitment and HR are human professions: in the end it's all about people, so don't replace too much with automation and bots.