AI reshapes UK recruitment, sparking concerns over empathy loss
A recent report has shown that artificial intelligence is now used extensively in recruitment across the United Kingdom, leaving both candidates and recruiters questioning the effect on the human side of the hiring process.
The research, conducted by background-checking platform Zinc, surveyed 1,000 HR and talent professionals and indicated that 73% of recruiters now use AI at some point during hiring. The integration of automation stretches from writing job descriptions to candidate screening and even to automating rejections.
AI at every stage
Key findings from the report reveal that 62% of HR professionals rely on AI specifically for screening candidates, while 55% use it to craft job descriptions. Furthermore, 59% of respondents admitted to using generative AI platforms such as ChatGPT to draft interview questions and candidate assessment tasks. Over a third, or 37%, reported automating candidate rejection processes entirely.
The use of these technologies is often described as a business imperative: 73% of those surveyed cited the adoption of AI in recruitment as a direct business priority. The pressure to adopt technology and find efficiencies in hiring is apparent, yet it raises concerns about the overall candidate experience.
Personalisation concerns
Despite efficiency gains, the trend towards automation is not without drawbacks. According to the survey, 71% of HR professionals believe that automation reduces personalisation within the hiring process. This perceived lack of a human element has reportedly affected relationships between employers and candidates, with some candidates ultimately feeling misled by highly automated systems.
"AI is supposed to make hiring smarter, not colder," said Charlotte Hall, Co-founder at Zinc. "Candidates want clarity and connection - not an experience that feels generated by a machine. When automation replaces empathy, the relationship breaks down. The irony is that AI can make hiring more human - if used thoughtfully. It can take care of the admin, freeing recruiters to do what machines can't: build real relationships."
Industry pressures
Recruiters and HR professionals face a challenging environment, with demands to increase efficiency and accuracy in a competitive labour market. The report found that 70% of respondents felt unable to risk making a poor hiring decision, indicating the high stakes involved in recruitment.
The complexity does not end at the offer stage. 75% of HR professionals have delayed hiring due to slow background checks, highlighting another friction point in the process. Additionally, 40% noted that new hires had left their roles within six months because their expectations were not met, an outcome that points to the limitations of automated communications and role descriptions.
Persisting inefficiencies
Automating parts of recruitment does not always equate to faster results. The survey found that 84% of recruiters require more than a month to fill senior positions, and 15% indicated the process can take longer than two months. With such delays, candidates often disengage, further complicating talent acquisition efforts.
Adoption of generative AI
The research highlights that the use of generative AI, such as ChatGPT, is widespread, with a majority of professionals employing these platforms not just for interview questions but also for designing candidate tasks. While these platforms provide quick solutions, there is concern that businesses may inadvertently erect new barriers to connecting with prospective employees.
Recruiters continue to turn to an expanding array of tools intended to generate interview content, evaluate CVs, and even forecast candidate performance. As technology becomes more pronounced in these processes, the challenge for recruitment teams is to balance these advantages with the need for empathy and direct engagement.
The report from Zinc illustrates an evolving recruitment landscape where AI and automation drive operational efficiencies while also prompting significant reflection on the role of human relationships in hiring decisions.
