The Limits of Automation in Hiring and Where Leaders Must Lean In

 By Kathryn Hines

Artificial intelligence is changing nearly every aspect of how we live and work. In business, one of the greatest competitive advantages has always been the ability to consistently improve processes, and AI is undeniably accelerating that evolution. Hiring is no exception. According to Workday, 70% of organizations are using AI within the hiring process. The question is “What part of your hiring process is AI optimizing—and what might it be missing?” Let's take a look at a few areas where human judgement is required for hiring success.  

The Importance of Candidate Experience

Candidate experience is critical to the recruiting process. As the old saying goes, “you never get a second chance for first impressions.” As of the most recent data (November 2025), the U.S. unemployment rate is approximately 4.6%.  Good Talent especially in niche areas are still hard to find, and the candidate experience can make a huge difference in whether or not your organization is chosen. Organizations still need to sell potential employees on their environment and start the connection at the beginning of the process.  Most candidates want to feel like they are valued even in the interview process. Human connection vs. Artificial Intelligence can make all the difference in every stage of the process.  

The Cost of Missing Candidate Intent

I have personally had many candidates feel undervalued if AI is moving them through the process without team engagement. There are different types of candidates and recognizing the type is critical to assessing which candidate to invest in early in the recruitment stage. It's important to identify a candidate's motivation through conversation and assess what will ultimately sell them during the offer stage. Candidates are either actively searching, passively searching, or simply exploring the market. Identifying these motivations can help the process result in a signed offer letter or not.  While AI can determine a skillset, determining true motivation is in communication.  

Understanding the Candidate Story Beyond Algorithms

When reviewing candidates, we listen to the story behind the resume. AI is highly effective at assessing whether someone meets required skills or keywords, but it often misses the broader narrative. It may pass over a candidate who, in context, is a strong fit when factors like career progression, company environment, role evolution, and hard-to-find skill sets are considered. 

Human judgment allows us to evaluate how a candidate’s professional story intersects with the company’s story—where they’ve been, what they’re motivated by, and why this role makes sense at this point in their career. That alignment is often what determines whether a hire is successful, engaged, and retained for long term.Matching the company story with the candidate story isn’t just good hiring—it’s what turns a qualified candidate into the right hire. 

In conclusion, we believe that the principle we see proven repeatedly is that the best hiring decisions happen where data and discernment meet. Striking the right balance between improving processes for efficiency without compromising experience and relationships is critical.