We’ve all seen the headlines — “AI will replace recruiters.” Let’s chat about that for a minute…

At the end of my last AI Workshop, I asked my students if they had any other recruitment scenarios that they would like an AI solution to assist them with. Guess what popped up? “Is there an AI tool that will stop candidates from dropping out mid-process?”

I was stumped. This is not something that any AI tool/software could assist with. Can you think of one?

This is such a common pain point for most Recruiters these days. Candidates often drop out of interview processes, and they ghost Recruiters frequently! One of my other workshop attendees shared that nearly half of the candidates bail if a hiring process drags past one month and/or has too many rounds of interviews and assessments.

So if your hiring process looks like a Netflix series, don’t be surprised when your candidates flee.

In light of this, here’s the real headline I should have used: As AI automates the boring bits, the human connection is now your strongest competitive edge.

Don’t Let AI Be the Excuse for Inhuman Recruiting

AI definitely helps. Fast CV screening, interview scheduling, and writing half-decent outreach drafts. It’s like having a turbo-powered, enthusiastic intern at your beck and call. But let’s not pretend it’s a magic fix for everything that’s broken in the recruitment industry.

People are already chatting with AI-powered recruiters named Jamie, Mary, or Raya. But let’s be real — those experiences often feel impersonal, confusing, and prone to awkward miscommunication, as I see a lot of these tools being released too early.

I recently heard from a candidate who shared that a chatbot cut her off mid-sentence and never came back. That’s not just old-school ghosting, that’s a technical fault dressed up as “digital ghosting”.

Not all candidates love the robotic touch either. I see the value of using AI for screening in bulk recruiting and dealing with a massive amount of ad responses, but it isn’t going to work for scarce skills or C-level positions.

If you’re keen on seeing your candidate pipelines vanish, by all means, outsource your entire personality to a chatbot. However, some parts of the recruitment process simply have to stay human, and genuine candidate interaction is one of them.

AI should empower and accelerate us, not replace the core human connection that makes this job worth doing. And probably why we went into this career in the first place, right?

The Cost of Convenience? Candidate Ghosting

Ghosting has practically become a corporate sport these days, and the bad news is that nobody’s winning.

Most job seekers have experienced being ghosted after an interview, and this is sad, as it has given the recruitment industry a terrible reputation as a result. And when recruiters vanish, candidates don’t just forget you, they talk badly about you. The damage it does to both your employer brand and personal brand can be significant, and often irreparable.

Not following up isn’t just rude — it’s strategic self-sabotage. If you give your candidates a great experience, they’ll say good things about you, even if they didn’t get the job. A human touch can turn a rejection into a future opportunity or at least protect your reputation.

Being human in recruitment isn’t optional. It’s the smartest business strategy you’ve got.

AI is Great at Screening — But It Gets the Soft Stuff Wrong

Here’s the thing about AI: it can get candidates to the starting line, but recruiters still have to run the race.

Personally, I think AI is fantastic for processing huge volumes of applications and helping recruiters see who might be in the top 10% of applicants. But we still need human oversight in this process. I don’t believe there’s an AI solution on the market today that any recruiter trusts 100%. They’re getting better, but it’s a work in progress.

And let’s not kid ourselves. AI might craft a brilliant, complex-looking Boolean string, but have you ever tried to paste that string somewhere else and run it? Often, it doesn’t quite work the way the AI promised.

Bottom line? AI can set the table, but it can’t lead the workshop, handle the delicate conversation, or save the deal when a candidate’s nerves kick in.

Recruitment’s Journey: From Relationships → Tech → Relationships

Recruitment started out purely relational. The whole industry was first built on word of mouth, trust, and mutual favours.

How did we all get swept up in the dopamine hit of volume and automation? “Send 500 InMails in 60 seconds!” Sound familiar?

Now we’re realising that human-to-human relationships are still the most important part of being a Recruiter. And no piece of software can replicate a real human connection.

Candidates appreciate modern systems like mobile apps, video interviews, and AI-powered assessments, but balance is everything. According to CareerPlug, 70% of candidates still prefer in-person interviews and 33% abandon applications that require one-way video interviews.

So by all means, embrace the tech. But please don’t let it steal all the magic.

What “Old School” Recruiting Actually Means in 2025

“Old school” isn’t about fax machines or nostalgia for the days of manila folders. It’s about choosing to stay human.

Old-school recruiters in 2025:

• Pick up the phone. Even a quick two-minute call beats the best-crafted email template.
• Send voice notes, or even better, video notes. It’s personal, catchy, and far more memorable than text.
• Remember the small stuff. A candidate’s dog’s name, their kid’s grade, or that they’re planning a wedding.
• Build trust by being present. Whether it’s grabbing a coffee in person or jumping on a video call.
• Proactive follow-ups. Even a simple “Nothing new, but thinking of you” message can set you apart.

Here’s a quick laugh-by-numbers comparison:

One’s warm and memorable. The other’s destined for the delete key.

Your Brand = Your most powerful Differentiator

So what’s left when ChatGPT can craft a job ad in six seconds?

Your brand.

Your brand is built every time you show up as yourself – honest, direct, and maybe a little cheeky. It’s why candidates return years later. It’s why clients call you first when the stakes are high.

Candidates crave transparency. Ticking boxes because you have to isn’t branding. Showing genuine care is.

Here’s how I keep things human:

• I post candid, dry-humoured posts on my socials – not just endless job links.
• I comment on threads to help others (and sometimes gently mock those LinkedIn clichés we all see if I am honest).
• I try to stay real. Respect people’s time. And always bring my true voice into my work.

When you show personality, people remember you. A chatbot? People forget it the second they close the tab.

Final Thoughts: Don’t Fear the Robots — Use Them

AI isn’t your enemy. It can turn a 30-minute sourcing task into five minutes of magic. But if you lean too heavily on automation, you’ll end up with a process that looks impressive on paper but has zero real engagement.

The robots can handle the admin. But the humans will always win.

Pick up the phone. Use tech for speed, but lean into humanity for everything else. Build a brand that bots can’t copy. Focus on relationships before you focus on sheer volume.

Because when candidates expect transparency, speed, and a personal touch — and we deliver the first two with tech but the third with care — that’s the true full-circle moment.

TL;DR — The New Rules of Human Connection in Recruitment

• Human connection in recruitment is your ultimate competitive advantage.
• AI helps with admin but can’t replace real conversations or empathy.
• Ghosting destroys brands — follow up like a human.
• “Old school” means staying personal, not outdated.
• Your brand is your moat — show your personality!
• The future is human + AI, not AI alone.

FAQs

Why is human connection in recruitment important?
It’s the one thing AI can’t replicate. Human connection builds trust, and loyalty, and keeps candidates engaged.

Can AI replace recruiters entirely?
No. AI can help with tasks, but can’t handle nuanced conversations or build relationships.

Does AI increase ghosting in recruitment?
Sometimes. Impersonal processes or chatbots can push candidates away, leading to higher dropout rates.

What’s “old school” recruiting in 2025?
Picking up the phone, voice notes, remembering personal details — anything that keeps recruiting ‘human’ and is genuine.

How can recruiters balance AI and human connection?
Use AI for speed and efficiency, but always inject personal follow-ups and authentic communication. Make sure you start with these AI Tools as they are the Good ‘Uns. 😉

So, What About You?

How are you mixing AI and human connection in your recruiting these days? Drop me a message, or share your own hilarious stories about robo-recruiters who cut people off mid-sentence. I’m always up for a chat – human-to-human, of course.

Keen to learn more?

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