How Thompson & Terry Recruitment uses AI in recruitment

The Future of Hiring: AI Won’t Replace Recruiters — But It Will Redefine Them We’re standing at a crossroads where technology isn’t just supporting recruitment — it’s transforming it. Artificial Intelligence has stepped into the hiring world with precision, speed, and insights that were once unthinkable. But the fear that “AI will replace recruiters” is misplaced. The truth? AI will replace recruiters who refuse to evolve. Recruitment has always been about people — understanding ambitions, decoding emotions, and finding the perfect culture fit. What AI does is remove the noise. It automates the repetitive, analyzes data faster than we ever could, and brings science into what was once purely intuition-driven. The magic happens when human instinct meets machine intelligence. A recruiter who knows how to harness AI tools can personalize outreach, predict candidate success, and create meaningful conversations — not just transactions. In a world where candidates are treated like numbers, the human touch becomes the differentiator. Empathy, curiosity, and storytelling are skills no algorithm can replicate. So the question isn’t “Will AI take our jobs?” It’s “Are we ready to take our jobs to the next level with AI by our side?” Because the future recruiter won’t be replaced by technology — they’ll be empowered by it.

I see a lot of posts about how AI can help in recruitment and while I agree it has its place, we also need to ask: is it always a good thing? Turning to AI feels a lot like supermarkets replacing staff with self-checkouts. Sure, it’s convenient… until you’re stuck scanning an item that won’t register, there’s a “wrong item in the bagging area,” and that little red light starts flashing for help. I still use those machines sometimes but honestly, I prefer talking to a human. Recruitment is the same. It’s about connection. About relationships. About understanding personalities, not just ticking off skills on a list. So yes, explore AI tools. But when it comes to building meaningful teams I’ll still back the humans every time.

Did anyone catch Triple J Hack’s segment on AI in recruitment last night? (And in keeping with the theme of AI, yes I did ask it to create this image 😄) It’s a topic I’ve been discussing with clients and candidates for quite some time now, but it was interesting to hear it explored in more depth, especially how artificial intelligence is continuing to reshape the hiring landscape. From hiring managers and recruiters using screening tools and resume parsing to interview automation, to candidates using AI for key selection criteria, cover letters, and CVs, the conversation raised some big questions about fairness, transparency, and the human touch in recruitment. From the conversations I've been having we've been able to agree that there is definitely a place for AI in recruitment, but personally I believe there’s still no substitute for genuine human connection. So whilst it’s easy to get caught up in what AI can do for us, I think it’s important to consider questions like... -How do we make sure technology enhances rather than replaces genuine connection? -Can algorithms ever truly understand culture fit or potential? I’d love to hear your thoughts, whether you’re in HR, job hunting or just interested about where the industry is heading in regard to AI.

Can AI Replace Recruiters — Or Just Make Us Lose Talent?  While AI is helping recruiters screen CVs faster, human judgment remains irreplaceable in assessing cultural suitability. I think that even if AI is taking a significant role in the selection process and big companies are physically not able to review all applications, it is still not at the level to see what an HR professional can see in an application. Sometimes even the CV writing manner, phrases, or a single word could influence the review and make an HR professional or recruiter include the candidate into the short-listed candidates. Another main point is that we can lose good candidates if their CV wording does not match the wording recognition of the automated selection system. I think AI gives us great opportunities to speed up our daily routine jobs, but at the same time it can also make us lose talents. May be this is one of the reasons why we have a lot of open vacancies and hiring managers complain that they cannot find proper talents in the market. We should remember that nothing can replace the 7th sense of choosing the right candidate for the right position. We should not be tools of technology; we should use AI as a technology that was created for us. Let’s rely on humans instead of AI. We should never forget that we, as human beings, are capable to create AI — and anything. Just some thoughts out loud… 

Are You Still Recruiting Manually? It’s Time to Let AI Do the Heavy Lifting. Let’s be honest , AI has changed the face of recruitment. From shortlisting CVs in seconds to scheduling interviews automatically, the game has truly changed. But here’s the truth, AI is not replacing recruiters; it’s reshaping how we work. Before now, we would spend hours going through CVs or sending follow-up messages one by one. Now, AI tools can: ✅ Go through thousands of CVs in minutes ✅ Suggest top candidates instantly. ✅ Handle interview scheduling and reminders That’s progress , but it means we must adapt. Because while AI brings speed, it’s still humans that bring empathy and understanding. Here’s how to stay relevant : 1️⃣ Learn the tools : Try ChatGPT, HireVue, or Paradox. 2️⃣ Keep learning ; take short “AI in HR” courses. 3️⃣ Stay human ; Build relationships, not just reports. 4️⃣ Watch for bias ; Ensure fairness in your tools. 5️⃣ Use data, but trust your experience. AI is rewriting the rules, yes, but those who blend tech with human sense will always stand out. How has AI changed your recruitment process so far? #AIinHR #RecruitmentTrends #FutureOfWork #HRInnovation #Olaonipekun Elizabeth

⚖️ The unspoken AI arms race in hiring is real. On one side, employers are relying on AI to screen resumes, rank candidates, and even conduct interviews. On the other, candidates are quietly turning to AI tools to polish resumes, draft interview responses, and navigate assessments. The result? Recruiters wonder if they’re talking to prompts instead of people. Candidates worry they’re being judged by algorithms instead of humans. Both fears are valid. This article highlights a critical truth: AI isn’t going away in hiring — but the real challenge is ensuring authenticity doesn’t get lost in the noise. That’s where platforms like Valitron.ai come in. Instead of fueling the AI-versus-AI cycle, Valitron.ai is designed to: 🔹 Evaluate real skills and lived experiences rather than just keyword matches. 🔹 Detect nuance across 52+ languages, making global hiring more inclusive. 🔹 Support recruiters with tools that cut bias and surface authenticity, so the “real candidate” always has the spotlight. Hiring has always been more than efficiency. It’s about finding the right human fit. AI should help us get there — not replace the very qualities that make people valuable. The future of hiring won’t be won by outsmarting AI. It will be shaped by tools and teams that reward authenticity, creativity, and real-world experience.

Recruitment Will Be the Real Game Changer in the Age of AI But here’s the truth — it’s not replacing recruiters; it’s empowering them. As AI continues to reshape industries, one thing is becoming crystal clear — recruitment isn’t just adapting to AI.. it’s leading the transformation. From sourcing and screening to engagement and decision-making, AI is redefining how we identify and connect with talent. The future belongs to recruiters who know how to: Use AI tools to work smarter, not harder Focus on relationships, not just resumes Bring the human touch where algorithms can’t Recruitment will play a massive role in shaping the AI-driven workforce because behind every smart system, there’s an even smarter human who found the right people to build it. Let’s embrace it. ✨

⚠️ AI in recruitment is no longer just a question of efficiency—it’s a question of fairness. New research from Australia shows how algorithmic hiring systems (AHSs) can unintentionally—and sometimes deliberately—discriminate against candidates. The risks are stark: 🔹 Models trained on biased data downgrading women’s CVs. 🔹 Time-limited “robo-interviews” disadvantaging non-native speakers. 🔹 Systems failing to account for disability access. 🔹 And, in extreme cases, employers configuring AI to reject applicants based on age or gender. A job application is, as one recruiter put it, “a person’s attempt to change their life.” When AI systems lock people out of that chance, the harm is not just technical—it’s human, structural, and deeply unjust. This is why the future of AI in hiring cannot be built on black-box models and outdated algorithms. It demands transparency, accountability, and design with equity at its core. At Valitron.ai, we see our role as building exactly that future: ✔️ Transparent, auditable AI assessments that can be explained. ✔️ Models trained on representative, global data to reduce bias. ✔️ Accessible systems that evaluate skills fairly, across languages and abilities. ✔️ Human-in-the-loop oversight to ensure empathy and judgment remain central. The challenge isn’t whether AI should be used in hiring—it’s how. With the right guardrails, AI can move us beyond bias, not deepen it.

Think AI is taking over hiring? Not really! There’s a lot of noise around artificial intelligence replacing recruiters — but that’s far from the truth. AI isn’t here to take away jobs; it’s here to make them easier, smarter, and more efficient. In modern recruitment, AI acts as a strategic assistant, not a replacement. It helps recruiters: ✅ Shortlist candidates faster ✅ Reduce human bias in screening ✅ Improve candidate experience ✅ Focus on what truly matters — human connection What AI can’t replace is human judgment, empathy, and intuition — the very core of hiring. In this video, we’re busting some of the biggest myths around AI in hiring and showing how technology and human expertise work best together, not against each other. As the hiring landscape evolves, understanding how to leverage AI responsibly can help businesses make better, fairer, and more informed talent decisions. Watch till the end to discover how AI is shaping the future of recruitment — and why recruiters who adapt to it will always stay ahead. #AIinHiring #RecruitmentMyths #HRTech #PerfectoConsultancy

💡 AI in job applications: help or harm? Recent research shows that while AI is giving job seekers a new edge, it’s also creating big challenges for employers: 🔹 90% of candidates using GenAI admit to exaggerating skills. 🔹 27% use it to complete assessments. 🔹 22% even rely on AI to answer live interview questions. The result? Recruiters face a tougher job identifying genuine talent, while skilled candidates risk being overlooked in a sea of AI-polished applications. This doesn’t mean AI should be banned. Instead, it’s about creating AI-responsive hiring processes that focus on fairness, authenticity, and skill verification. That’s where Valitron.ai comes in: ✔️ Smart skill verification validates what candidates can actually do. ✔️ Bias reduction tools help hiring managers make faster, fairer, and more confident decisions. AI in hiring isn’t going away — but with the right approach, it can level the playing field instead of tilting it.