Artificial Intelligence Is Changing Recruiting , even from an Environmental Perspective

The adoption of generative AI in HR processes is not just about speed and accuracy in candidate selection. Increasingly, studies show that it can help reduce the environmental impact of recruiting.

According to research published by Springer Nature (2025), the use of generative AI has reduced the time needed to close a position by an average of 13 hours. Less time means fewer logistical resources, lower energy consumption in data centers and offices, and fewer physical trips for interviews. In short: less CO₂.

This approach not only reduces environmental impact but also optimizes internal resources: fewer physical trips, less paper documentation, and leaner processes mean more sustainable and responsible recruiting. Moreover, AI-driven digitalization enables companies to monitor and measure emissions related to HR activities, turning recruitment into a strategic area for ESG goals. In other words, choosing AI is not just about efficiency,it’s a concrete step toward a greener future.

Energy Efficiency and Waste Reduction

Every stage of the traditional recruitment process involves hours of manual work, repeated interviews, standard communications, and often physical travel.

Automating these steps with AI not only speeds up the process but also makes it simpler: fewer redundant activities, lower energy consumption, and less waste.

According to a recent study by IBM and the International Energy Agency, optimizing workflows and using efficient AI models can reduce emissions associated with digital recruiting by up to 40%.

Virtual interviews also play a role: they eliminate trips of hundreds of kilometers, cutting emissions related to commuting and corporate travel.

ESG and HR: A New Alliance

Sustainability is no longer just an environmental issue, it’s a strategy that involves every business function, including HR.
In the next three years, organizations will increasingly be required to include ESG indicators  in their people management processes. These indicators, which measure Environmental, Social, and Governance performance, allow companies to assess not only process efficiency but also their impact on the environment, society, and internal governance quality.

The HR function can actively contribute to environmental and social goals by providing data and reports on average hiring times, energy efficiency in processes, and responsible technology use.

In this scenario, nCore HR positions itself as a strategic partner for companies aiming to make their HR processes more sustainable.
Through intelligent automation, digitalized interviews, and the elimination of redundant tasks, nCore HR helps organizations reduce operational costs and energy consumption without compromising the quality of hires.
When used consciously, technology becomes an ally to improve the quality of recruiting while reducing its environmental impact, simultaneously strengthening corporate reputation.

Technology, when used consciously, becomes an ally to improve recruitment quality and reduce its environmental impact—while strengthening corporate reputation.

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Conclusion

Integrating sustainability into recruitment processes is not just an ethical choice.
It means improving brand perception, reducing costs, contributing to ESG goals, and standing out in markets increasingly focused on climate impact.

The adoption of generative AI in HR processes is a strategic lever for building more sustainable, efficient, and responsible organizations.
The green transition also involves Human Resources, and technology is the tool that makes it possible.

AI is not just about doing things faster. It can help us do them better, with a lighter environmental footprint.