AI is changing the way companies hire, and it's happening quickly. According to LinkedIn's 2026 research, 93% of recruiters plan to increase their use of AI this year — it can automate repetitive tasks, organize candidate information, schedule interviews, and make the process more efficient.
But as automation increases, an important question comes up: what happens when efficiency starts replacing human judgment?
It's not just hypothetical. A recent discussion on Reddit about one-way AI video interviews sparked a conversation among job seekers about how much of hiring should actually be automated. One candidate described refusing to complete an automated interview and eventually being contacted directly by the hiring manager for a real conversation.
The interesting part isn't whether that candidate liked or disliked AI. It's what the situation reveals: when technology becomes the gatekeeper, companies can lose the chance to actually understand the people they're considering.
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The problem isn't using AI. It's using it for the wrong decisions.
Recruitment involves a lot of administrative work that doesn't need to be done manually — organizing applications, managing communication, scheduling interviews, searching large talent pools. AI handles that well.
The challenge comes when we expect it to make decisions that require understanding the person behind the application. A candidate might check every box on paper and still not be the right fit, because they struggle to communicate across teams, their expectations don't match the role, or there are inconsistencies in their experience that only surface once you start asking questions. Those details rarely show up on a CV or in an automated screening — they come from a conversation, and from knowing what to look for.
A great candidate isn't always the best match on paper
A good recruiter isn't just checking skills, years of experience, or keywords. They're trying to understand the person: why they left their last role, how they handled a hard project, what environment helps them perform, and whether any red flags need a closer look.
Hiring isn't only about whether someone can do the job — it's about whether they'll work well with the team, fit the culture, and succeed in the environment you're building. That judgment comes from experience and from actually talking to people.
Your hiring process represents your company too
Candidates are evaluating you at the same time you're evaluating them. If every interaction is automated, you might gain efficiency while losing the personal experience that attracts experienced talent — a trade-off worth thinking about.
The goal isn't to remove people from recruitment. It's to give recruiters better tools so they spend less time on admin and more time doing what they do best: understanding candidates and making better decisions.
AI should support recruiters, not replace their judgment
The future of recruitment isn't AI versus human recruiters — it's knowing where each creates the most value. AI makes the process faster; experienced recruiters bring the judgment to ask the right follow-up questions, spot red flags, and recognize whether someone is genuinely right for the team.
That's how we approach recruitment at Genty. We use technology to make the process more efficient — including through our Recruitment Process Outsourcing model — while keeping our recruiters closely involved in understanding your requirements and finding people who are not just qualified, but a real match for your company.
Because hiring faster is useful. Hiring the right person is what actually matters.