​In today’s competitive hiring landscape, recruitment technology and the human touch are not opposing forces but complementary strengths. Finding the right balance between the two is essential for efficiency, fairness, and candidate experience.

​Technology can speed things up, but it has risks

​Recruitment technology like AI powered screening, chatbots, and interview scheduling tools can cut administrative time drastically. Adecco Australia’s AI tools, for example, can screen resumes by keywords, anonymise applications to reduce bias, schedule interviews, and even analyse video interviews, all while freeing up human recruiters for more strategic work. 

​But this AI powered speed and efficiency, comes with serious risks. A University of Melbourne study cautioned that AI interviewing tools risk discriminating against candidates with nonnative accents or speech disabilities, due to biased datasets and transcription errors of up to 22per cent. That emphasises the limits of tech in understanding human nuance.

​Human judgment matters

​No algorithm can yet match recruiters’ ability to assess cultural fit, emotional intelligence, or drive. Staffing Industry Analysts note that AI lacks the ability to grasp human complexity and cultural nuances, placing emotional intelligence and empathy firmly in the human domain.

​PwC Australia has now deliberately shifted its graduate hiring toward human skills, such as critical thinking, collaboration, ethics, curiosity and emotional intelligence. The firm brings candidates into in-person assessment centres to truly gauge those abilities.

​Additionally, organisations are increasingly recognising the importance of candidate experience. Personalised interactions, like a real conversation with a recruiter can dramatically improve how a candidate views the company, even if they are not selected.

​Why you need both

• Efficiency and reach: Tech can quickly sift through hundreds of applications and streamline early-stage processes like resume screening and scheduling.

• Insight and empathy: Human recruiters are vital for interpreting context, identifying potential, and building relationships with both candidates and hiring managers.

• Reducing risk: Algorithms can reflect bias in the data they are trained on. Human oversight is essential for ethical and inclusive hiring.

​What candidates and employers are saying

​Forbes reports that 76% of job seekers say their decision to accept a role is influenced by the quality of the interview process. AI tools, such as chatbots for 24/7 FAQs and automated communication workflowshelp keep candidates informed and engaged. Yet, it’s the recruiter’s personal touch that truly builds trust and connection.

​On LinkedIn, HR professionals highlight the importance of balancing automation with authenticity. AI streamlines outreach and ensures consistent, tailored communication, but genuine follow-up from humans is still vital for a personal and meaningful candidate experience.

​Striking the right balance

​Create a workflow where:

• AI handles screening, triage, scheduling, and FAQs.

• Humans step in at critical touchpoints like, initial conversations, interviews, offer stages. This will help in assessing motivation, soft skills and cultural fit.

Recruitment tech and the human touch each bring unique advantages. Efficiency, fairness, empathy and strategic insight emerge only when they are thoughtfully combined. That balanced approach delivers better hires, better experiences, and better outcomes.

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At MTC Recruitment, we believe great hiring happens when smart technology meets human connection. Whether you're scaling fast or building a more inclusive hiring process, our team can help you find the right people.