Artificial intelligence has already established itself as a mainstay for several industries. Predictions from a few months go are being realised in real time, from alterations to search engines to brainstorming TV show ideas. Recruitment has embedded AI quicker than most, with 80% of recruiting technology vendors expected to build it into product offerings by 2027. We’re far beyond getting left behind  – we want to know which leaps and bounds can we achieve before the year is out.

Opinion on AI isn’t entirely homogenous as Capterra discovered in the 2024 Job Seeker AI Survey. Around 38% of job seekers say they are likely to turn down a job offer if it relies “too much” on AI. Unsurprisingly, top talent prefer new opportunities with a human face. But it begs the question: with AI on track to be a non-negotiable in future outreach, how can employer brand practitioners maintain their people focus?

Now this doesn’t mean throwing the baby out with the bath water. 62% of job seekers still believed they had a better chance of being hired if AI is used in hiring processes. Frankly, if organisations want to maintain a competitive edge they need to utilise the latest technology.

It’s important for organisations to be strategic in their application of AI. Companies need to not let the panic of falling behind cloud their judgement in how they use this technology. Be honest in your strategy, and consider:

• Will this function still make sense over the course of five years?
• Does it solve an existing problem in efficiency?
• How will it stay relevant as the software evolves?

An AI strategy in recruitment is as much about bringing life to an organisation’s culture and values and enhancing human relationships as it is about integrating new technology. Taking a nuanced, strategic approach to the technology will help you future-proof your processes and truly leverage the possibilities AI has to offer.