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

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’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.

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.

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.

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.

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?