AI’s 3 Biggest Claims: Can We Really Trust AI To Recruit Top Talent?

Chris Murdock
5 min readAug 17, 2022


The topic of AI in recruiting has taken center stage within the last few years. Between legislation being passed to oversee the use of artificial intelligence in the hiring process and the criticism on both sides of the aisle, it’s apparent that AI in recruitment is quite the conversation starter.

While artificial intelligence is being adopted at such a rapid rate across most sectors, we’d be remiss not to address the impact of the use of AI in recruiting alone. Since AI is garnering notoriety (good and bad) within the recruiting industry, we are compelled to analyze the claims of AI in recruiting and examine our trust in the technology.

Here’s our million-dollar question: Can we really trust AI to help our efforts to recruit top talent? Spoiler: we can. Keep reading to see the three biggest claims advocates of artificial intelligence endorse and how they serve to ease the recruiting process.

AI In Recruiting Helps Improve Quality Of Hire

The first and arguably most notable claim is that using AI in recruiting improves your organization’s quality of hire. Quality of hire, or the measure of value that new hires bring to a company, is an important metric for any organization truly interested in its own internal growth. Often, quality of hire is intuitively top of mind when recruiters are scoping out talent.

Improves Candidate Experience

AI in recruitment can eliminate a majority of the headache-inducing processes found in the application process. For example, automation makes communication quicker and more efficient. Keeping candidates engaged during the application process is key to ensuring candidates move smoothly from one step to the next.

By taking the (at times) arduous process of keeping up constant communication with applicants off the plate of recruiters, you can save time and resources while still maintaining a stellar candidate experience. An added bonus — fewer candidates feel neglected and fewer recruiters are prone to burnout.

It Can Pull Better Resumes

It’s hard to admit at times, but yes, computers can often do what humans do more efficiently. AI is able to find more candidates and find them faster than humans are able, as AI often sources harder-to-find passive candidates. Forbes doubles down on the benefit of this, explaining, “AI can search for candidates who don’t even know they’re looking for a new job, some of whom make the best candidates.”

Research shows the benefits of sourcing passive candidates, although it can feel like a completely different ballgame than sourcing active candidates. Some of the statistics supporting the sourcing and eventual hiring of passive candidates include:

  • 37.3% of the workforce is passively open to new opportunities.
  • Passive candidates are 17% less likely to require skill development since they’re currently employed and more likely to be up to date on industry developments.
  • Studies show that passive candidates are 120% more likely to make a positive impact on your business.

These statistics paint a clear picture. By implementing artificial intelligence in your recruiting strategy, you can reach highly qualified talent you otherwise would have missed. But, quality of hire isn’t the only reason to get on board.

AI Can Reduce Time To Hire In Recruiting

Here is a not-so-fun fact: up to 40% of a recruiter’s time can be spent entering data into an ATS or sorting through resumes. Artificial intelligence can significantly mitigate this time spent by automating things like email responses and being available to answer questions 24/7.

First, artificial intelligence can help you and your team centralize important data and reference candidate information. Instead of haphazardly compiling data and hoping your team might stumble upon it one day, AI can ensure the vital information you need is readily available, streamlined, and centralized in one place.

Additionally, using artificial intelligence in the recruiting process helps nurture a candidate from being completely unaware of a role to a vested candidate. Marketing automation systems that nurture leads are integrating AI and ‘chatbots’ with great success…enabling recruiters to spend more time with interested leads versus finding them.

Plus, some AI software can automatically vet for certain skills and qualifications. For years, this has been a time-consuming process for recruiters to navigate manually. However, with an assist from AI, the considerable amount of time used in the vetting process can be completely eliminated and reutilized as time to connect with candidates instead.

The hiring process can take up to 60 days on average, but the best candidates tend to be snatched up after about 10 days. If you want highly sought-after talent, acting fast is the name of the game. When AI has been leveraged, time to hire has been drastically reduced because of the heavy lifting it can manage in the application process.

AI Saves Recruiters Time

The heart of the argument for AI in recruiting is that it saves recruiters time. As the previous points illustrate, the biggest benefit of artificial intelligence is its ability to take over time-consuming tasks and allow the recruiter to put in the groundwork necessary to connect with candidates. That’s something technology, or AI can’t replace; a genuine human connection from the recruiter to the applicant.

Instead of spending time manually entering endless data, recruiters are empowered to build stronger relationships with the potential candidates they are scoping out. This valuable quality time has not always been available to recruiters and really sings the praises of artificial intelligence’s ability to revolutionize the recruitment process.

IQTalent’s platform, IQTalent Xchange, combines AI with the power of human expertise to take researching and sourcing passive candidates off your plate. This way, you can focus on what you do best: engaging interested, qualified talent.

By using automation to ease portions of a recruiter’s workflow, valuable time is regained, and the bandwidth for the recruiter is likely to increase. Considering many recruiters have been facing the heat of burnout this year, the more convenience that can be baked into the process, the better.

The positive claims made by advocates of using AI in the recruiting world are staggering. It promises to reduce time to hire, increase quality of hire, and save time for recruiters. But, looking into these claims only proves the value of artificial intelligence in recruiting. When leveraged responsibly and with the benefit of recruiters and candidates alike in mind, AI can undoubtedly help you to recruit top talent.

This article was originally published on IQTalent’s blog.



Chris Murdock

Chris is the Co-Founder & Senior Partner at IQTalent Partners, a professional service firm focused on finding, assessing and hiring key talent for teams.