How AI is Changing Selection Processes: Efficiency vs. Risks

According to TIME, over 90% of recruiters in the United States already use AI to speed up selection processes. The advantages are clear: faster screening, greater ability to identify talent, and a significant reduction in costs. As the New York Post points out, “AI recruiters” can handle volumes of applications that a human could not manage alone.

However, the challenge is not just technological: the future of recruiting will be determined by the balance between man and machine. AI can optimize processes, but it cannot replace the empathy and human ability to read soft skills or evaluate the uniqueness of candidates.

In parallel, a concrete risk is also growing: the so-called “resume fraud.” According to Scout Talent, “too perfect” CVs, written or improved by AI, are increasingly common. As the Wall Street Journal reports, many companies are reintroducing manual checks, video interviews, or practical tests to look beyond appearances and truly verify competencies.

Chris McClellen, interviewed by HR Review, emphasizes that over half of candidates admit to having used AI tools to write their CVs, and many state that they have “exaggerated” their skills. Therefore, verification tools such as practical tests, simulations, or behavioral questions become essential to distinguish those who are genuinely prepared from those who rely too heavily on technology.

Practical Tools to Support Recruiters and Companies

It’s not about ‘declaring war’ on AI, but about learning to coexist with it and use it intelligently. Experts like GlobalPros.ai recommend a hybrid approach:

• Equipping oneself with tools capable of detecting artificially generated text.
• Establishing clear policies on candidates’ use of AI, specifying what is acceptable and what is not.

This approach increases transparency and protects mutual trust between candidates and companies.

With nCore HR, AI is integrated ethically and functionally:

• AI-Generated Killer Questions: Key questions asked as early as the application stage, useful for verifying essential requirements such as minimum experience or mandatory certifications. They allow irrelevant profiles to be filtered out immediately, saving recruiters valuable time.
• Soft Skills AI Fit: Video questions that candidates answer autonomously. The AI analyzes content, tone, and non-verbal communication, offering immediate insights into authenticity and soft skills, and sending a report to both recruiters and candidates.

As the Financial Times highlights, the recruiter’s role is destined to evolve: automation frees up time from repetitive tasks, allowing HR professionals to focus on what truly matters: evaluating people and building authentic relationships.

The regulatory framework on AI applied to work is developing differently between Europe and the United States.

In Europe, the AI Act introduces a centralized approach: AI systems used in recruiting are classified as “high-risk.” This entails obligations for transparency, human oversight, and impact assessment, to protect candidates from discriminatory practices and maintain trust in selection processes.

In the United States, however, a unified federal law is lacking. Each state proceeds autonomously: California, Colorado, and New York City have already introduced rules that mandate bias audits, annual impact assessments, and mandatory notifications to candidates.

The result is a fragmented but dynamic framework that pushes companies to move quickly to avoid sanctions or reputational damage. For recruiters and ATS like nCore HR, compliance will be a key competitive factor: knowing how to integrate innovative tools that comply with local regulations will mean attracting the best talent and building trust in the company brand.

Conclusion

Artificial intelligence is transforming recruiting, but it will not replace recruiters: it will be a strategic ally. Companies that know how to combine technology, ethics, and humanity will build selection processes that are faster, more transparent, and more inclusive. The future of recruiting will be hybrid, ethical, and strategic.

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