Human Touch vs. AI: Rethinking Recruitment in the Age of Automation
Hiring has never been more complex. Automation promises speed and efficiency but often strips away the personal connection that makes recruitment meaningful. While companies juggle high volumes and tight timelines, candidates are left feeling ghosted or filtered out by algorithms often without a clue why.
We believe there’s a better way one that blends smart tools with a genuine human touch.
In this episode of Transformation Today, Marinka sat down with Elly Kusters, a seasoned recruiter and Partner at JEK Recruitment, which focuses on HR and Finance talent, together they break down what’s going wrong in the hiring process and how we can make it better. From rethinking job ads to building real relationships, this conversation is packed with practical advice for bringing empathy back into recruitment.
Is the hiring funnel broken?
The funnel is flawed at both ends. Talented professionals struggle to land interviews, while hiring managers drown in irrelevant CVs. “We’re not short of people applying,” Marinka explains. “We’re short of people applying to the right roles, with the right approach.”
This disconnect is creating bottlenecks. Keyword filtering, automation, and overloaded internal recruiters mean great candidates are often missed. Marinka shared that she often speaks to people who seem like a perfect fit for roles they never even got an interview for, because they didn’t have the “right” keyword in their CV.
Hiring teams are under immense pressure: multiple open roles, demanding stakeholders, and limited time. Many end up relying heavily on tools like LinkedIn, filtering candidates through narrow criteria and missing out on diverse, high-potential talent.
One solution? As Marinka notes, “Corporate recruiters could work a bit more like agency recruiters or partner with specialized agencies especially for roles that receive high volumes of applicants. We can focus on fewer roles more deeply.”
What can candidates do differently?
Despite the flaws in the system, there are ways for candidates to navigate it more effectively. Some of the top advice from the conversation included:
- Build your personal network
Relationships matter. Attend events, meetups, and talk to recruiters. “Speak to everyone each recruiter has a different portfolio,” says Marinka. - Don’t apply in mass
It’s tempting to fire off 50 applications, but this approach often backfires. Hiring managers want to know why you want their job. If you can’t remember what you applied for, you’re not likely to stand out.
- Send short, personal LinkedIn messages
A brief, tailored message like “Hi, I just applied for X role and would love to connect” is far more effective than a long, formal intro. - Be specific
Enthusiasm for a company or role goes a long way. Do your homework and show why you care about that opportunity.
In the episode, Elly recommends transcription tools for interviews especially on the corporate side so recruiters can engage more fully in the conversation and revisit key moments later. Both guests agree that while tech can streamline hiring, over-automating the process risks losing the human touch.
And with hiring practices changing fast, adaptability is key. “Maybe in a year’s time we’ll see things completely differently,” “The market moves so quickly. Who knows how we’ll be hiring this time next year?”
Hiring doesn’t have to be broken, but it does need fixing. Human connection, tailored approaches, and specialized support can make all the difference. Whether you’re a candidate or a recruiter, slowing down just enough to be thoughtful might be the smartest move you make.
