AI in Hiring: Fast, Fair… and Still Human?

Introduction

As AI becomes a more integral part of the hiring process, concerns regarding the human touch are growing. The fact that more than 50% of candidates drop out of the hiring process because of poor or missing communication — a clear sign of how much job seekers value transparency.

Given AI continues to accelerate across recruitment—from screening to interview scheduling—it might lead us to think that it can carry out all the due process and communication one would expect. However, we need to consider what happens when candidates feel rejected by algorithms instead of seen by human recruiters.

So how can companies scale efficiently while keeping hiring human-centered?

Here’s how to maintain a human touch in automated hiring without sacrificing speed, scale, or empathy.

The Rise of Automation in Recruitment

Today’s recruiters are juggling hundreds of applicants per role. To manage this scale, many turn to automated recruiting tools like AI-powered resume screeners, chatbots, and on-demand video interviews. DigitalHire, for example, uses AI to match candidates with jobs, generate interview questions, and even schedule meetings—streamlining the process for both sides.

But the question isn't whether to use AI. It's how to use it without dehumanizing the experience.

The Risk of Losing Empathy

The fact is fully automating hiring may seem extremely efficient—but it can backfire. When applicants receive no updates, no feedback, and no personal outreach, they disengage. According to statistics cited by CareerPlug, 26% of jobseekers declined offers in 2024 due to poor candidate experience.

A lack of empathy doesn’t just impact candidate experience. It damages your employer brand and limits access to top talent.

Why Empathy Matters

Empathy builds trust. It shows candidates that your company values people, not just productivity. In 2025, companies like Meta are combining automation with intentional human touchpoints. Their AI handles screening and coordination, but interviews, feedback, and rejections remain human-led.

In the case of recruitment, a hybrid model is key to maintaining connection at scale.

Critical Human Touchpoints to Preserve

If you're automating parts of your hiring process, protect these essential human-centered recruitment moments:

1. Rejection Emails

Don’t let automation spit out cold, generic rejections. Use templates with space for personalization: the candidate’s name, role, and brief feedback.

2. Interview Conversations

AI can prep candidates, but only people can build rapport and spot nuance. It is best to ensure that people conduct the interviews and carry out the final decision-making.

3. Offer & Onboarding Calls

Congratulations should come from a real voice—not a bot. First impressions count, and human engagement here builds loyalty.

How to Personalize Automated Communication

If automated communication is completely unavoidable, as might be the case with small or growing companies; the fact is automation doesn’t have to feel robotic. If you want to use AI to increase efficiency, then utilize it to enhance personalization, not erase it.

• Use the candidate’s name and role in all automated messages.

• Provide clear timelines and updates—e.g., “You’ll hear back by Friday.”

• Let your chatbot explain the next steps with empathy, not jargon.

• If rejecting, consider offering resources, such as interview tips or a link to other roles.

These simple touches can be powered by AI but written with empathy in mind.

Use AI to Empower Recruiters, Not Replace Them

AI in hiring should support recruiters by freeing up time for what matters most—building human relationships.

Modern platforms enable recruiters to:

• Auto-rank candidates for quick sorting.

• Scan relevant resumes, either text or video, to assess personality.

• Even connect asynchronously with top prospects.

But crucially, the recruiter remains in control. The AI supports; it doesn’t take over. These best practices come from companies that embrace a hybrid hiring model — where AI enhances the process but never replaces empathy. Let’s take a look.

Real-World Examples of Who’s Doing It Right?

DigitalHire

DigitalHire uses AI to generate interview questions and match candidates but leaves screening and final interviews to humans. This keeps the process fast without losing personalization.

HirePlusPlus

This company cuts dependencies, prevents fraud, and equips recruiters with clear evidence of candidate fit. By simplifying hiring and helping teams meet deadlines, it’s transforming talent acquisition at Bridgentech — and setting the stage to reshape global hiring.

HubSpot

HubSpot uses automated status updates and skill-based screening but ensures that feedback and rejection letters are crafted by hiring managers, not software.

These companies show how to blend tech with touch effectively.

Tools That Support Empathetic Automation

Looking to build your own hybrid hiring model? Start with tools designed for personalization:

• DigitalHire — For AI video resumes and human-guided interviews

• Paradox.ai — Chatbot with candidate-friendly language

• Calendly + Zoom — Smooth scheduling with personalized meeting links

• Greenhouse — Integrates automation while maintaining recruiter ownership

Select platforms that support rather than override the recruiter’s role.

Wrapping Up—Keeping It Human

As we reach the end of our article let us just say when it comes to how to maintain a human touch in automated hiring the first thing is to accept that automation in hiring isn’t going away—and it shouldn’t. When done right, it empowers hiring teams to focus on what truly matters — building rapport, earning trust through empathy, and adding the all-important human touch.

Remember, AI in hiring is at the point where it can carry out the entire recruitment process; however, speed without empathetic recruitment is a short-term gain that leads to long-term talent loss.

So, the secret is to let AI handle logistics while humans build relationships.

Ready to explore our hiring platform that puts candidate experience first?

Discover how DigitalHire blends AI efficiency with personal connection—so every candidate feels seen, not scanned.