Recruitment has been evolving rapidly. Advancements like digital job boards, automated application responses, blockchain-based background checks, and virtual onboarding have transformed how organizations hire talent. Now, AI-powered talent solutions are accelerating this transformation. 

A Korn Ferry survey found that more than two-thirds (67%) of talent experts and professionals worldwide believe that increased AI use in acquiring and managing talent will be a top trend in recruitment in 2025. Yet, with innovation comes uncertainty. 

Is hiring becoming less personal? Can AI eliminate bias, or might it reinforce it? Will automation replace human recruiters? 

These questions reflect the ongoing skepticism, and the need for a deeper, more informed conversation. 

Understanding the sentiment 

We recently conducted a LinkedIn poll to understand people’s views on AI in recruitment. Over 900 respondents, including industry leaders, recruitment experts, recruiters, and job seekers, participated in the poll. 48% said the use of AI in recruitment is “concerning”.  

Their feedback reflected four common themes: 

• Bias risk – If trained on biased data, AI can replicate or amplify existing discrimination.
• Resume misreads – Over-reliance on keyword matching may overlook qualified candidates. 
• Imbalance – AI often seems to prioritize employer efficiency over candidate experience. 
• Lack of nuance – Soft skills, culture fit, and potential are hard to quantify with code.

These concerns point to a critical truth: AI’s perception problem is real—but often based on misconceptions. 

Debunking the myths: What AI in recruitment actually does 

At Pyramid Consulting, we are committed to cultivating a workforce built for the future. We believe AI should enhance — not replace — the human element. Let’s look at the top misconceptions and what’s really happening: 

Myth – AI will replace human recruiters
Truth: AI empowers them 

AI helps recruiters automate time-consuming tasks like screening, scheduling, and data analysis. This gives teams more time to focus on building relationships and making smart, human-centered hiring decisions. 

AI won’t replace recruiters. But recruiters who know how to use AI will outperform those who don’t.  

Myth: AI reinforces bias
Truth: AI reinforces bias only if trained improperly. 

Bias in AI is a reflection of biased data. That’s why strong governance, diverse training sets, and regular audits are crucial to improve fairness in hiring decisions, boost inclusiveness, and encourage skills-first hiring.  

A research suggests that AI-powered candidate screening actually increases the representation of women applying for jobs by over 30% compared to traditional hiring methods. Suffice it to say, that maximizing AI’s effectiveness requires continuous monitoring to ensure fairness and prevent bias in hiring decisions.

Myth: AI lacks human judgement
Truth: It’s not meant to replace it 

In a follow-up poll — exploring the biggest concern about using AI in recruitment — we found that 43% of respondents found the lack of human connection as the biggest concern about the use of AI in recruitment.  

True, but also beside the point. AI is not meant to replace intuition, empathy, or cultural fit assessments. It is meant to support early-stage screening, providing fast, fair, and consistent engagement. Advancements in natural language processing and empathetic AI help bots understand tone and context better than ever before. 

AI makes the process more efficient—not less human. 

Putting AI to work 

AI is not replacing your job. It is creating new opportunities, replacing repetitive tasks, so you can focus on what really matters. 

While roles that require emotional intelligence are unlikely to be automated, the lower-value tasks in recruitment are already being transformed. The shift is here. And those who adapt will thrive. 

By combining smart automation with human oversight, we are advancing our commitment to inclusive, skills-first hiring. AI in recruitment is not about removing people from the process. It is about empowering them to do their best work.