How EQ140 uses AI in recruitment without replacing human judgement

Still relying on resumes to find the right hire? AI’s doing it smarter and fairer. Relying solely on resumes can miss incredible talent. AI is changing the game by looking beyond keywords and job titles. It analyses real skills, potential, and fit to match people with the right opportunities, not just the obvious ones. From soft skills to culture fit, AI is helping recruiters and candidates find better matches faster. Do you think AI makes hiring more human or more robotic?  Drop your thoughts below 👇 #AIRecruiting #FutureOfWork #HRTech #JobMatching #BeyondTheResume #TalentAcquisition #HiringInnovation #RecruitmentRevolution #SkillsOverTitles #WorkTech Srinath Reddy Prem Rajan Manjunatha Ningaiah Manan Dave Rinkesh Divakaran

AI shortlisted 50 candidates. Our recruiter found the ONE who now acts as project lead AI can quickly scan numerous resumes in mere seconds. However, AI cannot yet read what really matters today — human potential. At Skill Bridge Way, we think the future of recruitment isn’t AI vs Humans; it’s AI + Humans. 🤖 Our AI tools significantly help us to shortlist quicker and better. Our recruiters can use empathy, intuition, and experience to find the right fit; the person who not only has the right skillset but also matches the team’s culture and vision. As is the case when one candidate was misidentified in all algorithms, they became a project lead for one of our top clients. Because while AI finds profiles, humans find people. Would you really trust AI to hire your next team member? Tell us what you think 👇 #AIRecruitment #HumanTouch #SkillBridgeWay #FutureOfHiring #TechTalent #DisruptiveHiring

🤖 Have you ever experienced feeling rejected by a robot in your job search? AI and Applicant Tracking Systems (ATS) are prevalent in the hiring process, offering efficiency but potentially leading to unintentional exclusion of qualified candidates. Here are 5 indicators of AI bias during recruitment: - Instant rejections: receiving an automated "no" swiftly, even with relevant qualifications. - Keyword fixation: rejecting resumes based on formatting or non-traditional career paths. - Proxy questions: requesting birth date, graduation year, or irrelevant information. - Opaque assessments: utilizing video or game-based tests without clarifying evaluation criteria. - Lack of human review: applications reviewed solely based on algorithm scoring. The key message is that bias, though often unintentional, is a genuine concern. Recognizing these patterns prompts a call for transparency and equitable evaluation in recruitment processes. Have you encountered these warning signs in your job search? Additionally, do you have other insights to share beyond these points? Your experiences and perspectives can contribute to fostering fairer hiring practices. #JobSearch #HiringBias #AIinRecruitment #ATS #WorkplaceEquity #InclusionMatters #FutureOfWork #HRTech #Accessibility #DEI

AI is already embedded in hiring, screening, sourcing, even drafting job posts. But the numbers tell a story: Nearly everyone uses it (99%)  Nearly everyone sees better efficiency (98%)  And nearly everyone still values human judgment (93%) At Hermez-IT, we don’t see AI as a rival. We see it as an enabler, something that takes away the heavy lifting so we can focus on what matters: understanding people. If your career or hiring process is stuck in the noise, combining AI + human insight is how you break through. Let’s talk about how you can hire smarter, or get seen where it matters.   #HermezIT #AIinRecruiting #RecruitmentTrends #TechHiring #SmarterHiring #TalentAcquisition #HiringInsights #HRTech #RecruitingRight 

🤖 #AI in #recruitment is often seen as a silver bullet. Yes, it speeds up resume screening, reduces manual effort, and can even minimize bias. But here’s the nuance 👇 🔹 AI solves efficiency problems, not relationship problems. It can rank candidates, but it can’t understand motivation, values, or cultural fit the way a human can. 🔹 AI helps recruiters focus on who to talk to, not how to connect. By handling the repetitive shortlisting, recruiters get more time to build genuine candidate relationships. 🔹 The best results happen when AI + human judgment work together. Data-driven insights from AI + empathy and context from recruiters = stronger hiring decisions. Great hiring will always need both smart tech and human empathy. #Recruitment #AI #FutureOfWork #Hiring

The AI Hiring Paradox in Recruiting ! Candidates are now writing resumes and applications using AI. Recruiters are screening them using AI. And somehow, nobody’s getting hired. We’ve automated everything formatting, keyword matching, outreach, even assessments except the one thing that actually matters: human connection. AI should enhance recruitment, not replace the instincts, empathy, and judgment that make it work. The future isn’t AI versus humans. It’s AI working with humans where technology handles the noise, and people handle the meaning. Until then, it’s just bots talking to bots 😀 #Recruitment #TalentAcquisition #Hiring #FutureOfWork #HRTech

AI can speed hiring — but human judgment must steer the ship. 🤖➡️🧭 Speedy CV screening is useful — but bias-free hiring takes design, not just automation. AI-powered sourcing and screening tools can dramatically reduce time-to-hire and surface talent you’d otherwise miss. Smart algorithms identify transferable skills, recommend diverse candidate slates, and personalize outreach. But these systems can also amplify bias if trained on historical data without correction. Best practice: use AI to shortlist and surface signals, not to make the final decision. Pair algorithmic sifting with structured interviews, skills tasks, and diverse interview panels. Maintain human oversight, audit for fairness, and be transparent with candidates about how AI is used. When used responsibly, AI makes recruitment faster, fairer, and more inclusive — but only when humans set the rules and the values. How are you balancing speed and fairness in your hiring—what AI guardrails do you use? #TalentAcquisition #AIinHR #Recruitment #FairHiring #PeopleFirst

No, the ATS Isn’t Rejecting You. But Here’s What Actually Is Let’s be honest, the job search you learned five years ago is already outdated. AI is now reading your CV before a human ever does. It’s ranking your LinkedIn profile. This week, we’re diving into the new reality of AI in hiring — what’s changing, what’s hype, and how to stay visible in a system that’s increasingly automated. I’ll walk you through this week: ✅ How recruiters are already using AI to shortlist. ✅ How to make your profile “machine-readable.” ✅ What to know about automatic job application tools. ✅ And how AI interprets career breaks and non-linear paths. 📌 Recruiter truth: AI doesn’t replace good candidates. It just filters faster. Make sure you’re not the one getting filtered out. I’ll drop my slide deck below — The Truth About ATS — and tomorrow, we’ll unpack how AI hiring tools read career breaks and non-linear careers.

Can AI make resume screening more efficient and equitable? AI algorithms can quickly assess candidate fit by matching resumes to job requirements. This helps recruiters focus on top talent instead of sifting through every application. AI can also mitigate unconscious bias by anonymizing resumes and focusing on skills and experience. Predictive hiring analytics further enhance the process by identifying candidates with traits similar to past top performers. Ultimately, AI streamlines hiring, reduces bias, and improves candidate experience. #AI #resumescreening #recruiting #hiring #biasreduction #HR