AI for recruiters: where it helps and where it doesn't

The short answer AI is useful for the repetitive parts of recruiting: drafting job adverts, summarising CVs, writing outreach first drafts and searching for candidates. Final shortlists, interviews and hiring decisions should stay with a person.

Worked example A recruiter spends about 6 hours a week writing outreach messages. Using an AI assistant to draft each message, then editing it, might cut that to around 3 hours. The time saved is an estimate you should measure for yourself over two weeks, not a promise.

What to watch Automated screening can repeat bias found in past hiring data. In some places automated hiring tools carry legal duties, for example New York City Local Law 144 requires bias audits for some tools. Tell candidates when AI is used and keep a person responsible for every decision.

Sources New York City Department of Consumer and Worker Protection, Automated Employment Decision Tools (Local Law 144). US EEOC guidance on AI and employment selection.

Limitations Results depend on your role, market and the tool. Check your local rules before using AI to screen people.

Next step Run the free career check to see which of your own recruiting tasks AI could help with.