AI, or Artificial Intelligence, is increasingly used in recruitment. Instead of only human managers reading CVs and interviewing candidates, machines now help companies sort, evaluate, and even rank applicants. Big companies like Amazon and LinkedIn use AI tools to handle large numbers of applications.
When you apply for a job online, your CV often goes through an AI system called an Applicant Tracking System (ATS). The AI scans your CV for keywords, compares your skills to the job description, and ranks applicants from most suitable to least suitable. In some cases, AI also helps schedule interviews, answer questions through chatbots, and even analyze short video interviews.
The main reasons companies use AI are to save time, reduce hiring costs, and improve efficiency. AI can quickly find candidates with the right qualifications and make the early stages of hiring faster. It can even help reduce human bias in theory, because machines do not have feelings or personal preferences.
However, AI is not perfect. It can inherit biases from past hiring data. For example, if a company mostly hired men in the past, the AI might favor male candidates. Machines also cannot fully understand personality, potential, or creativity. Sometimes talented candidates are rejected simply because they didn’t use the “right” keywords on their CV. Privacy is another concern, especially with video interviews and personal data being analyzed.
While AI plays a big role in deciding who gets noticed, the final hiring decision usually remains in human hands. Job seekers can benefit by using clear CV formats, highlighting relevant skills, and including keywords from job postings to make sure AI systems read their applications correctly.
AI is changing recruitment by making it faster, more digital, and more data-driven. But the best results come when humans and machines work together, machines for efficiency, humans for judgment.
Brenna AKARABO
RADIOTV10
