AI in Recruitment – How It Really Works and What It Brings to Your HR Team

AI in Recruitment – How It Really Works and What It Brings to Your HR Team

Artificial intelligence in HR is no longer a trendy buzzword. Today, AI in HR is a real, technologically advanced driving force for modern organizations, automating, personalizing, and analyzing recruitment processes faster than ever before. In 2025, the global HR Tech market is projected to reach $44.2 billion and is growing at a rate of 9.2% annually. As much as 67% of HR leaders believe that AI and machine learning will be key to the future of their work.

At Nais, we took a closer look at this revolution during a webinar with Agata Królik (Elivion) and Łukasz Małecki (Nais/ShareHire). We identified three key takeaways: AI already works, but you need to know where to draw the line; personalizing recruitment processes brings real value; and ethics and data quality are not trends – they are essential.

Automation of Recruitment – From Job Posting to CV

SelectionAI steps in where traditional recruitment systems fail. A typical recruiter reviews dozens or even hundreds of applications. AI-powered systems, however, process them 50 times faster. Automating CV screening with AI helps identify candidates based not only on hard skills but also on role context, organizational culture, and past recruitment outcomes.

In practice:

• AI compares CV data with job requirements, analyzing experience, soft skills, and work style.
• Instead of binary “yes/no” decisions, it generates recommendations based on dozens of criteria.
• With large datasets, the system "learns" from past recruitment results to predict which candidates are likely to succeed.

For comparison: manual analysis of a single CV can take an hour of high-quality work. AI does it in seconds.

Creating Job Postings with AI

This use of AI has become a new standard. Tools like ChatGPT allow recruiters to generate clear, optimized job postings in minutes. But that's just the beginning.

Modern recruitment tools can:

• Tailor job descriptions to the target audience based on previous campaign data.
• Suggest candidate evaluation criteria based on the ideal employee profile.
• Generate A/B versions of job postings and test their performance in real-time.

It’s not just a time-saver – it also significantly improves the quality of recruitment leads. With 57% of companies in Poland struggling to hire, investing in precision at the start pays off.

Candidate Experience Personalization

One of the most exciting uses of AI in recruitment is creating personalized candidate experiences. AI can generate automated yet personalized thank-you messages and feedback. As a result:

• Candidates feel respected, even if they don’t progress further.
• The employer's brand image improves.
• The likelihood of future applications increases.

You can also automate nurture campaigns – sending updates to candidates in the database when a matching job opens.

Data-Driven Recruitment Strategy

The New HR StandardAI isn’t just about better CVs and postings. It’s about data – lots of it. This data allows HR teams to build recruitment strategies based on predictions, insights, and measurable performance instead of gut feeling.

Modern AI-driven HR Tech platforms offer:

• Source performance analytics (which channels bring the best candidates?),
• Turnover prediction (which roles are at risk?),
• Candidate sourcing from internal and external databases (e.g., LinkedIn, talent pools, ShareHire).

According to AGC’s Insights, companies using AI tools cut recruitment time by up to 50%, reduce hiring costs by 35%, and improve team performance by up to 40%. These numbers speak for themselves.

Ethics and Bias – How to Protect Candidates

The hottest topic during the webinar was: how can we make sure AI doesn’t discriminate?

It’s true – algorithms learn from historical data, which often includes bias. If a company previously favored men for technical roles, the system may unknowingly reinforce that pattern.

Best practices include:

• Data audit – ensure datasets are representative and free from bias.
• Transparent criteria – every AI decision should be explainable. Good systems show why one candidate was rated higher than another.
• Compliance – tools must meet legal standards like the EU’s AI Act, ensuring transparency, fairness, and data rights.

At Nais, we believe AI only makes sense when it serves people – not replaces them. That’s why every tool we deploy is evaluated for both technological and ethical impact.

Where AI Ends, and the Human BeginsDuring the webinar, Agata Królik pointed to a clear line: AI should stop at the interview.

Yes, you can automate scheduling and even prep questions with AI. But the interview itself? That’s a human domain. Candidates expect real conversations, empathy, and interaction – not chats with avatars.

Why it matters:

• Humans sense nuance and team fit.
• Empathy can’t be coded.
• Post-interview feedback must be both accurate and human.

Agata summed it up perfectly: "If the candidate doesn’t know who they’ll work with, they won’t trust the company. AI can’t build relationships – only support them."

5 Key Benefits of Using AI in RecruitmentFirms using AI in recruitment enjoy the following advantages:

• Faster selection – 50x quicker CV review, cutting time-to-hire in half.
• Better matching – predictive tools assess skills and cultural fit.
• Improved performance – AI-driven teams hit up to 40% higher targets.
• Lower costs – reduced hiring and onboarding costs, lower turnover.
• Enhanced candidate experience – personalized feedback and communication boost engagement.

How to Start Implementing AI in Recruitment

Webinar experts emphasized: you don’t need to invest in complex platforms right away.Start smart:

• Audit current processes – what can be automated? What takes up most manual time?
• Aim for quick wins – like AI-generated job posts, CV preselection, and feedback.
• Think ethics first – ensure transparency, data access, and legal compliance.
• Choose scalable tools that evolve with your company.

Nais – Your AI-Powered HR Digitalization Partner

Nais isn’t just a benefits platform. It’s a comprehensive toolkit for recruitment, communication, and talent management, powered by AI.

With Nais, you can:

• Launch ShareHire – our internal job market for referrals and internal mobility.
• Automate candidate feedback with smart templates and data-driven rules.
• Strengthen retention with Kudos and rewards modules integrated into hiring flows.
• Use AI-driven insights to design personalized onboarding and engagement campaigns.

All with full compliance with GDPR, ISO, and the AI Act – and onboarding success guaranteed.

Conclusion: AI in Recruitment Is Already HereAI in HR isn’t the future – it’s already shaping the present. How we use it depends on us. AI can assist, but it’s people who define boundaries and workplace culture.

So instead of fearing automation, ask: what do you want to reclaim through AI? Time? Space for real conversations? Better hiring decisions? All lead to one goal – a more human HR.

Have questions about how to start implementing AI in your HR?

📍 Book a 1:1 consultation: https://tinyurl.com/goaihr

FAQ and Source: AGS’s Insights, Nais Recognition Handbook, 2025 edition

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AI in Recruitment – FAQ

Q1: What is AI in recruitment?
AI in recruitment means using smart technologies to speed up and improve hiring. It helps with tasks like CV screening, creating job ads, sourcing candidates, and giving feedback — all automatically.

Q2: How can AI help my HR team?
It can:

• Cut candidate screening time by up to 50%,
• Lower hiring costs by ~35%,
• Improve how well candidates match the role,
• Boost candidate experience,
• Free up time for your team to focus on strategy.

Q3: Is AI better than humans at reading CVs?
In many ways — yes. AI reviews CVs based on skills, experience, and even past hiring success, and can do it much faster and more consistently.

Q4: Can AI write job postings for us?
Absolutely. It can write or optimize job ads based on the role and past campaigns — and even test different versions to see which one performs better.

Q5: Can AI do job interviews?
Not really. AI can help you prepare questions or schedule meetings, but the interview itself should be done by a person — candidates still want a human touch.

Q6: Are there risks with AI in recruitment?
Yes. The biggest? Bias in historical data. That’s why it’s key to choose ethical tools that explain decisions and follow laws like the EU AI Act.

Q7: Will it improve the candidate experience?
Yes! AI sends instant, personalized messages and updates. It can also suggest roles and give tailored feedback — keeping candidates more engaged.

Q8: Where should we start with AI in recruitment?
Start small. Focus on easy wins like CV screening or job ad creation. Make sure you’re compliant with GDPR and AI Act. And pick tools that grow with your needs.

Q9: What parts of hiring should stay human?
Interviews, hiring decisions, cultural fit evaluations — and any one-on-one communication. That’s where people shine.

Q10: Does Nais use AI in recruitment?
Yes! Nais offers ShareHire (internal job market), automated feedback, candidate engagement tools, and full compliance with AI and data privacy laws.

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👉 Want to talk to a real person about using AI in your HR? Book a consultation

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