How to Use AI for Recruiting (When You're Not an Expert)

AI in recruiting is used to streamline hiring processes, improve the candidate experience, and drive data-first decisions. Over the past few years, firms of all sizes have been exploring AI technology but not all have decided to implement it. One of the main reasons is that there can be a steep learning curve and tech-literacy barriers for those without extensive technical knowledge.

That’s why we’ve written this guide to help you leverage AI and effectively (and easily) implement it.

How Can AI Be Used In Recruiting?

Today, AI is proving to be a game-changer for addressing these pain points. By automating repetitive tasks, providing data-driven insights, and enhancing candidate experiences, AI is helping recruitment organizations tackle challenges head-on.

Identify Your Organization’s Pain Points

Recruitment pain points are the obstacles and inefficiencies organizations face during the hiring process. These can vary depending on your company’s size, industry, or hiring goals. You know your pain points the most - after all, you live with them! So while you may not be an AI or technical expert, you are an expert on how you spend your day.

Audit Your Current Process: Identify where your biggest bottlenecks and inefficiencies are. These are the pain points that AI is best suited to solve. What do you and your team spend the most time on during the day?

Set Clear Goals: Whether it’s reducing admin time on tasks like meeting transcription, getting more accurate information into your database, or increasing time-to-hire, it’s best to keep goals well defined and measurable.

Once you have set these goals, it’s time to research which AI tools align with your needs.

Evaluating AI Tools (As A Non-Expert)

Before diving into the evaluation process, it’s essential to understand why careful selection matters. AI tools can significantly impact recruitment processes, from saving time and improving candidate experience to enhancing diversity and inclusion. However, the wrong choice can lead to wasted resources, poor adoption, or even legal risks if biases aren’t addressed.

By evaluating AI tools strategically, you ensure they deliver measurable benefits while aligning with your company’s unique hiring needs.

AI tools should simplify—not complicate—your recruitment process. This is likely something you will be using daily, so usability is critical.

Consider Usability and User Interface

AI tools should simplify—not complicate—your recruitment process. Both technical and non-technical users may interact with the tool, so its usability is critical.

• Is the interface intuitive and easy to navigate?

• Does the tool reduce manual tasks, or does it require additional training to operate?

• Are the AI’s outputs clear and actionable?

Request demos or trials to experience the tool firsthand before making a decision.

Does The Tool Work With Your Internal Systems?

Internal systems such as applicant tracking systems (ATS), human resource management systems (HRMS), customer relationship management software (CRM) and communication platforms such as email, voice communication systems, messaging services, and online meeting platforms are the backbone of recruitment workflows. When an AI tool integrates with these systems, it eliminates data silos, ensuring that information flows smoothly between platforms.

• What integrations are available for the tool? Ideally you want to pick a tool that can work seamlessly with your current software and processes.

• Is the tool willing to add an integration to your software if they don’t currently integrate?

Check for Compliance and Data Privacy

Recruitment involves handling sensitive candidate data, making compliance and privacy critical considerations. When evaluating AI tools, confirm that they:

• Comply with relevant data protection regulations such as GDPR or CCPA.

• Offer secure data storage and processing.

• Allow candidates to consent to and control their data usage.

• Provide audit trails for transparency in decision-making.

• Partnering with a compliant vendor protects your organization from legal risks while building trust with candidates.

Analyze ROI and Scalability

Investing in AI tools should deliver measurable returns. To evaluate ROI, consider:

• Cost vs. Savings: How much time and money might the tool save compared to manual processes?

• Performance Metrics: Does the vendor provide data about how much time savings you can expect?

• Scalability: Can the tool grow with your organization, handling increased hiring demands as needed?

Remember to ask for real-world examples or client success stories to validate the tool’s impact.

Evaluate Vendor Support

Adopting AI tools often requires onboarding, training, and ongoing support. Assess the vendor’s commitment to customer success by asking:

• Do they provide training and resources for your team?

• Is there a dedicated support team available for troubleshooting?

• Are regular updates and improvements part of the package?

Choosing a vendor that offers strong support ensures a smoother transition and long-term success with the tool.

Implementing AI Tools (As A Non-Expert)

It can be tempting to implement multiple AI tools at once, but starting small is often the better approach. Select one aspect of your recruitment process to optimize, such as resume screening or interview scheduling, and introduce AI in that area first.

This allows you to test the tool’s effectiveness, gather feedback from your team, and refine your approach before expanding its use across the organization.

Train Your Team

While AI tools are designed to be user-friendly (and hopefully you’ve evaluated and picked one that is!), some training may still be required to ensure your team feels comfortable using them. Most vendors provide onboarding support, tutorials, and documentation to help your team get started.

Encourage recruiters to embrace the technology by showing them how it saves time and improves outcomes. For example, demonstrate how an AI-powered meeting summarizer can shave hours off a day, freeing up their time for more meaningful tasks like interviewing and relationship-building.

Monitor Performance and Adjust

Once your AI tool is up and running, it’s important to monitor its performance regularly. Use analytics and feedback to assess its impact on key recruitment metrics such as:

• Time saved

• Team satisfaction

• Hiring results

If the tool isn’t delivering the expected results, work with the vendor to make adjustments. This might involve fine-tuning the tool’s algorithms or integrating it with additional systems.

Making the Right Choice

Evaluating AI tools for recruitment isn’t just about finding the most advanced technology; it’s about choosing solutions that align with your organization’s goals, values, and processes.

Even if you’re not a tech expert, by following these steps—understanding your needs, assessing features, prioritizing user experience, and evaluating compliance—you’ll be better equipped to select AI tools that not only enhance your recruitment strategy but also set your organization up for long-term success.

In today’s competitive talent market, leveraging the right AI tools can be the difference between thriving and merely surviving. Take the time to evaluate your options, and invest in the future of recruitment.