The future of recruitment: powered by AI, driven by people

While the development of modern Artificial Intelligence (AI) can be traced all the way back to the 1950s, it was ChatGPT’s arrival in late 2022 which truly heralded the mass adoption of AI. Initially, it was a fascinating new toy, but it quickly became a near-universal tool which has since revolutionised the way countless areas of modern work are delivered. AI is now deeply embedded in recruitment and has become an operational necessity, redefining how organisations design and deliver their workforce strategies.

So how is AI transforming the hiring landscape, and what can recruiters do to shift gears and best harness this new technology?

Artificial Intelligence has become the status quo

Australian Government research suggests that 62% of Australian organisations were using AI in their recruitment process, with and Resume.org predicting AI could run hiring processes by the end of 2026.

Generative AI tools such as ChatGPT, AI-powered candidate matching tools and AI-based assessment platforms are already being used as part of the talent acquisition process, making it clear that AI isn’t a trend – it’s becoming the market standard.

AI is saving recruiters time

AI’s strength lies in its ability to reduce the time spent on the administrative activities associated with the recruitment process. CV screening, interview coordination and preliminary candidate assessment are now largely automated processes.

AI has cut time-to-hire by up to 75%, while interview scheduling alone sees efficiency improvements of 70%. But it’s not just about speed, AI also helps redirect recruiters’ focus on relationship-building, market intelligence and strategic candidate engagement.

Using AI allows us to focus on the delivery and sales aspects of recruitment and save time on administrative tasks. It helps us gather market intelligence and speeds up business development tasks that would otherwise take hours. Allowing us to get back to our clients faster.

Danny Siedentopf

Business Lead - Construction, Property & Engineering

Faster, smarter and more support for jobseekers

AI has also improved candidate experience. Chatbots give applicants instant, round-the-clock answers to common questions, reducing back-and-forth emails and keep the process moving seamlessly. Automated updates minimise the uncertainty that comes with waiting for a reply, reducing applicant stress and creating a more transparent journey.

AI-driven job matching enables candidates to discover other roles that align closely with their skills and ambitions. In some cases, companies have reported a 70% improvement in completed applications and a 13% improvement in candidate response rates through AI-enabled engagement.

Automation and AI is convenient for candidates and recruiters

AI can’t replace human connection

Good recruitment professionals understand that technology should be used as a tool to streamline their process, not replace it. Flesh and blood recruiters continue to be the ultimate decision-makers, drawing from their personal experience, intuition and contextual understanding to round out human factors that technology cannot replicate. AI can identify a candidate as a strong match based on skills, but only a recruiter can evaluate cultural fit, communication style and long-term potential.

What AI can’t replace is the human side of recruitment - the trust built with candidates, the judgement that comes with understanding cultural fit, or the skill it takes to influence stakeholders and handle tough negotiations.

That human connection is still the most valuable part of a recruiter’s role and it can't be outsourced. Recruitment isn’t just about filling roles - it’s about helping people thrive - and that's something which takes passion and humanity.

Jessie Lai

GM, Operational Excellence

Loading component...

How Brunel uses AI in its recruitment processes

When adopting new technologies Brunel is careful to consider the measures needed to ensure responsible use and mitigate potential risks such as bias.

Human-in-the-loop decision making: While AI provides valuable recommendations and insights, the final hiring decision always remains with our recruiters. This human oversight ensures accountability and brings essential judgment that algorithms cannot replicate. AI serves as a powerful tool to enhance decision-making, but never replaces the critical human element in recruitment.
Robust data privacy protections: Globally, Brunel operates within strict governance frameworks, including GDPR compliance and adherence to local regulations such as the SOCI Act in Australia and DISP requirements. We only provide necessary information to AI systems, ensuring prompts are accurate and appropriate and always maintain the highest standards of candidate data protection.
Continuous monitoring and review: We maintain ongoing oversight over AI outputs, regularly reviewing results for potential bias, accuracy issues or compliance concerns. This continuous monitoring enables us to identify and address any algorithmic shortcomings before they impact our candidates or clients.

AI is great at taking the weight off recruiters when it comes to repetitive, process-heavy tasks. Brunel has integrated AI into many of these activities like CV parsing and formatting, pre-matching candidates against vacancies, drafting job ads, and even the first round of screening. It’s a huge time-saver that cuts down admin and lets recruiters spend their energy where it really counts.

Jessie Lai

GM, Operational Excellence

Loading component...

Should jobseekers use AI when applying for a job?

From a jobseeker’s perspective, finding the right balance between the speed and convenience of AI generated content versus the authenticity of a personally written job application can be tricky. Many jobseekers are now using AI resume builders to help refine their CV, prepare interview answers or optimise their application with specific keywords and formatting to cater to automated screening tools.

So how can candidates best use AI to their advantage when applying for a job?

AI-driven tools like cover letter generators or resume AI platforms are pushing candidates to present their best selves and minimise mistakes that may otherwise exclude them from being shortlisted for a role.

From my perspective, this is all well and good so long as these tools are being used to showcase the jobseeker's authentic skills and experience, and not to fake them.

Mae Berja

Principal Consultant - Residential Construction

Loading component...

Ultimately, AI can save time and streamline recruitment processes, but it cannot replicate human connection. At its core, recruitment is about people - where emotional intelligence, empathy and the ability to read between the lines to understand motivations, cultural fit and long-term career goals remain uniquely human. The future of recruitment lies in strategic adoption - with AI driving efficiency and recruiters focusing on relationships, strategy and the human connection that truly powers successful hires.

Brunel

Loading component...

Current IT job vacancies in Australia

AI & Data Science Specialist

Perth

40 hrs a week

04 February 2026

Senior Software Developer

Perth

40 hrs a week

04 February 2026

See our current IT vacancies

Loading component...

Want to read more about technology?

https://www.brunel.net/en-au/blog/technology

Do you need help sourcing IT talent?

Contact Brunel

Whether you need one or two critical roles or an entire team, Brunel's technology experts can connect you with the skilled infrastructure, operational technology and connectivity specialists your business needs to thrive.