There's a lot of conversations around AI, the impact on candidate experience and people strategy over the coming years. In this video, I'm sharing three ways AI and automation is shaping the future of talent acquisition. Further thoughts and discussion in the blog post below!
#1 AI as the Recruiter’s Co-pilot
One of the biggest shifts we’re seeing is AI stepping in as a co-pilot for recruiters. Tools can now draft job descriptions, offer recommendations, summarise interview transcripts even answer initial candidate enquiries. That’s hours of admin lifted off a recruiter’s plate.
The real win? More time for the things that actually move the needle: building relationships with candidates, advising hiring managers, and shaping hiring strategy.
But here’s the catch. AI output is only as good as the input. That means prompt quality suddenly matters a lot. Just like recruiters once had to master Boolean searches, now there’s a whole new skillset to learn: prompt craft and how to implement AI workflows with data and strategy at the forefront.
#2 TA & HR Operations
AI in recruitment is evolving beyond traditional tasks like drafting job descriptions or refining communications. One of the most intriguing developments is vibe coding, a term coined by AI researcher Andrej Karpathy in early 2025. Vibe coding refers to a collaborative approach where developers provide high-level, natural language prompts to AI models, which then generate functional code based on these inputs. This method shifts the developer's role from manual coding to guiding and refining AI-generated outputs, enabling faster and more intuitive software development
This paradigm is not limited to software engineers. Talent acquisition & people teams are now able to leverage similar AI-driven tools and technology to create custom solutions that enhance people ops & experience. For instance, ElevenLabs recently introduced recruiter-trained AI agents that assist candidates in preparing for interviews. These agents, trained directly by recruiters, can answer questions about roles, teams, culture, and benefits, providing candidates with a personalised experience. This innovation is particularly valuable for handling large volumes of applications, ensuring that each candidate receives timely and relevant information.
Moreover, platforms like Lovable and Base44 are democratising the development of internal tools. These low-code platforms enable recruiters and HR professionals to build basic MVPs (Minimum Viable Products) without extensive programming knowledge. By utilising these tools, teams can create tailored solutions that address specific challenges, such as candidate engagement or internal workflows, without relying heavily on engineering resources.
In essence, AI is empowering both developers and people professionals to create bespoke solutions that streamline operations and enhance user experiences. By embracing this collaborative approach, organisations can foster innovation and agility in their people strategies.
#3 Data-driven decision making and compliance
Recruitment is becoming more data-driven than ever. With costs of goods and services rising and employer National Insurance contributions climbing in the UK, businesses cannot afford guesswork anymore.
Data gives teams the ability to plan properly and make smarter hiring decisions. It ensures every hire adds long-term value, not just short-term headcount.
There is also another side to this shift. As AI adoption grows, so does the responsibility to use it well. That means putting policies, training, and guardrails in place. From tackling candidate fraud with ID verification to making hiring practices more transparent, compliance is no longer just a box to tick. It is quickly becoming a competitive advantage.
The Bottom Line
So, will AI replace recruiters? Personally, I don’t think so. But recruitment is changing quickly.
The recruiters and TA teams who come out on top will be the ones who lean into AI and pick up the new skills that come with it: prompting, compliance, and data-driven decision making.
This isn’t human versus machine. It is human plus machine. And together, that combination has the power to make hiring smarter, fairer, and more effective.
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