How recruitment with AI works - step by step

Using AI in recruitment is not about replacing humans, but about giving the recruitment team smarter tools. AI can provide structure, efficiency and accuracy, but it is always the human recruiter who makes the final assessments.

Here's what the process typically looks like with AI in recruitment:

1. Analysis of requirements profile & competencies
   AI can process a requirements profile and identify which competencies are most relevant to the role.
2. Generation of tailored screening questions
   AI can suggest selection questions - both written and via video - that are directly linked to the required competencies. The questions will be relevant and linked to actual requirements - not generic templates.
3. Pre-assessment of candidates
   When candidates respond (via text or video), AI can interpret and assess the answers against the criteria - for example, by matching keywords, analyzing language, comparing structure and reasoning, or weighing different answers against each other.
4. Scoring & ranking
   AI can provide a preliminary scoring according to a defined model to help recruiters make better decisions.
5. Recommendation & decision support for the recruiter
   AI can act as a decision support tool - it can show which candidates should be prioritized, which aspects should be looked at more closely, and where any skills gaps are in the pool. But final decisions are always made by the recruiter.
6. Learning and adjusting over time
   AI can 'learn' from previous recruitments: which candidates performed well, which were given extensions, etc. With this feedback, the model adjusts and gets better over time.

Integrate AI with your ATS - empower the whole process

For an AI feature to work optimally, it should be integrated into your recruitment system (ATS). Here are some aspects:

• Seamless integration: AI should be able to work seamlessly in the ATS depending on the aspect it is to handle in the system.
• Video and recording support: Candidates can respond via video to AI-generated questions - answers are analyzed both on content and communicative expression (tone, structure).
• Scoring templates & transparency: AI can weight different answers and manually adjust weightings to ensure fairness and transparency.
• Reports & insights: AI can deliver analytics such as: where candidates dropped off in the process, which competencies were difficult to assess, and where matches were particularly strong.

Why invest in AI in your recruitment?

• Time efficiency: Automation reduces manual tasks and frees up time for strategic recruitment work.
• Higher accuracy: Basing selection on data and competencies reduces the risk of subjective errors in assessment.
• Better candidate experience: Candidates get more relevant questions and faster feedback.
• Scalability: AI allows you to handle larger volumes without compromising on quality.
• Continuous improvement: The system learns from results and improves over time - making your recruitment more skills-driven.

AI as a support - not a decision maker

Despite all its potential, AI should be seen as a complement and decision support. It can automate, structure and streamline parts of the recruitment process, but should never replace the critical human work.

Recruitment is not just about matching skills - it's also about understanding potential, motivation, cultural fit and human relationships. This is where the recruiter is invaluable.

Bottom line:

• AI can analyze, rank and provide insights.
• The recruiter interprets the results, asks follow-up questions and makes final choices.
• AI should be seen as a support function that frees up time and provides better data, while the human recruiter is responsible for the crucial decisions.

Author: Nicklas Wikblad

Reviewer: Moa Jacobsson