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AI is changing hiring by changing who gets the opportunity to speak with someone on the hiring team.
AI often focuses almost entirely on whether there is an exact match to the employer's checklist. Regardless of years of experience in accounting, audit, or other operations, a candidate can be overlooked because they lack experience with one specific software application—whether it's Paycor, Microsoft PowerPoint, SQL, Tableau, or another tool required for the role.
As a result, AI screens out before a recruiter ever reviewed your overall qualifications.
AI is excellent at processing applications quickly and identifying exact skill matches, which saves recruiters valuable time. But when it is used as the first gatekeeper, it can overlook candidates with strong transferable skills and a proven ability to learn new systems.
I don't believe AI should replace recruiters. It should support them. AI can efficiently narrow the field, but recruiters bring judgment that a checklist cannot—recognizing experience, adaptability, and potential.
As AI becomes more common in hiring, more candidates will face this challenge. The question isn't whether AI belongs in recruiting; it's whether it should make the first and final decision before a human has the opportunity to see the whole candidate.