Last updated: October 17, 2025
Artificial Intelligence (AI) has rapidly reshaped today’s workforce. The recruiting industry is not immune and has already gone through a rapid evolutionary phase, with more to come. These changes aren’t unlike changes of the past (i.e., when computers were introduced, and when cell phones became common use).
I have spent over 12 years in recruiting and have recently spoken with dozens of recruiters on the subject of AI. I have read three books and listened to ten podcasts to increase my understanding of the strengths and weaknesses of the technology. I have heard doomsayers who believe that recruiters will no longer be needed by the end of 2026. Remarkably, I also heard someone say that AI would not have much of an impact at all.
I stand firmly in the middle. AI has and will continue to have a massive impact on recruiters. Great recruiters will continue to thrive, while mediocre recruiters will be phased out.
The Cost of Recruiting Will Drop
According to McKinsey & Company (2023), 70% of business activities will be automated. Traditionally, recruiting has been human-led and human-driven. Tasks like sourcing, screening, scheduling, and outbound messaging have been done at the human level. AI is reshaping this model to be human-led and AI-driven. The efficiency of AI enables human leaders to be someone who once drove sourcing or screening, allowing them to step into the leadership seat. This will:
- Reduce the overall cost of recruiting by lowering the number of people needed.
- Increase the efficiency and enable those willing to learn to succeed.
Source: What every CEO should know about generative AI, McKinsey & Company (2023).
Customer Service Will Get Better
Recruiting companies that survive will be lean, efficient, and have a higher focus on customer service. They will pride themselves on the client and the candidate experience and continue to use AI to improve their craft. These improvements will include:
- AI-driven candidate insights.
- Client and candidate communication.
- Shortened time-to-hire.
According to LinkedIn’s Future of Recruiting 2023 report, companies that leverage AI to streamline administrative tasks are able to redirect recruiter time toward candidate engagement and relationship building, which improves overall candidate experience and satisfaction.
Source: The Future of Recruiting 2023, LinkedIn Talent Solutions.
At Precision, AI has greatly impacted our ability to handle complex searches while driving our time-to-hire down to 15 days. See our methodology for calculating time-to-hire for more information.
Business Leaders Should Still Outsource Recruiting
Business leaders who outsource recruiting will likely continue to rely on the recruiting industry. According to Korn Ferry, many large corporations have reduced their recruiting staff due to AI, relying instead on AI platforms that can generate candidates who have completed all necessary assessments and are ready for hire. However, these tools are expensive and take time to set up. They typically send outbound messages to thousands of potential candidates. They automate almost every part of the process. Great candidates will naturally fall out of the process because it lacks human interaction and simply assigns tasks to them.
Source: How AI in Recruiting Is Reshaping Hiring, Korn Ferry
Limitations and Potential Risks of AI
AI isn’t without its drawbacks and potential risks. Recruiters risk becoming over-reliant on AI. If there is an interruption in the technology, recruiters who have become too dependent on it may be unable to complete basic tasks. It can also increase bias if not used correctly. AI can help reduce bias when it’s human-led. However, it should not be the sole determinant on whether a candidate is submitted to the hiring manager.
What Can Recruiters Do?
Recruiting is still a viable career field. It has and always will be a people business. Recruiters who are not willing or unable to learn AI should consider changing careers. Recruiters who want to stay in the field should:
Use AI to create the perfect client and candidate experience
- Actively listen in meetings and interviews by letting AI keep notes.
- Use AI to create great executive summaries for clients.
- Create comprehensive candidate profiles to reduce sourcing time.
- Leverage AI to identify passive candidates.
- Use candidate sourcing automation tools to build a stronger candidate pipeline.
Closing Thoughts
AI is transforming the recruiting industry, but it is not able to replicate the human element. The element that defines what recruiters do: build rapport and establish trust. As technology replaces repetitive tasks, the recruiters who adapt, learn, and leverage these tools will stand out. Those who focus on building relationships, understanding human motivation, and providing strategic insight will not only remain relevant, they’ll become indispensable. The future of recruiting doesn’t belong to machines alone. It belongs to skilled professionals who know how to lead with both technology and humanity.
Written by Marshall Scabet, the CEO and founder of Precision Sales Recruiting, a nationwide executive search firm dedicated to helping companies hire top-performing sales talent. A 20-year U.S. Army veteran and former Vice President of Recruiting at Forrest Performance Group (FPG), Marshall has successfully placed more than 800 sales professionals across commercial construction, manufacturing, and other growth industries. He holds two Master’s degrees—one in Human Resources and Organizational Development (University of Louisville) and another in Legal Studies with a focus on Business Law and Compliance (Texas A&M)—and is the author of The Precision Method™, a framework for effective sales recruiting. Marshall regularly shares insights on hiring, sales leadership, and recruiting strategy through articles, speaking engagements, and video content.
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