Recently, we ran a LinkedIn poll to better understand how candidates truly feel about AI screening in recruitment.

We asked:

“Would you embrace AI screening, or is the human touch essential?”

The results were telling:

• 12% said they feel comfortable and open to AI screening
• 65% said they prefer speaking to a human
• 23% described AI screening as impersonal

While the conversation around AI in recruitment continues to grow, we have to admit, these results didn’t surprise us.

The Rise of AI in Recruitment

AI is becoming increasingly embedded in hiring processes. From CV screening and keyword matching to automated video interviews and chatbot pre-screening, many organisations are exploring technology to increase efficiency and reduce time-to-hire.

For employers managing high volumes of applications, AI can offer:

• Faster initial screening
• Reduced administrative workload
• Improved data organisation
• Consistency in filtering criteria
   

On paper, it makes sense. But recruitment is not just a process - it’s a people-driven experience.

Why Candidates Still Value Human Interaction

The overwhelming preference for human interaction in our poll reflects what we hear every day in candidate conversations.

Job searching is often a significant, emotional decision. Candidates are:

• Evaluating culture and team fit
• Weighing career progression and lifestyle changes
• Looking for reassurance and clarity
• Hoping to make a strong personal impression

An AI screening tool, no matter how advanced, cannot:

• Read nuance in tone or enthusiasm
• Offer reassurance in real time
• Adapt questions naturally based on conversation flow
• Build rapport and trust
   

For many candidates, speaking to a recruiter is the first opportunity to feel genuinely heard and understood. When that first interaction feels automated or impersonal, it can negatively shape their perception of the employer.

The Risk to Employer Brand

From a recruitment agency perspective, the candidate experience is critical. Even candidates who aren’t successful will remember how they were treated.

If 88% of respondents either prefer a human conversation or find AI impersonal, employers relying too heavily on automated screening risk:

• Damaging candidate engagement
• Reducing offer acceptance rates
• Missing strong candidates who don’t perform well in automated formats
• Weakening their employer brand in competitive markets
   

In skills-short sectors such as engineering, construction and technical recruitment, relationships matter. Top candidates often have multiple options. A transactional or impersonal first impression can be enough for them to withdraw.

So, Is There a Place for AI?

Absolutely, but with balance.

At Bennett & Game Recruitment, we see AI as a supporting tool, not a replacement for human expertise. Technology can:

• Help streamline administrative processes
• Support market insights and salary benchmarking
• Improve data tracking and compliance
   

However, the screening conversation - the part where motivations, personality and long-term goals are uncovered - is where human recruiters add real value.

The Future of Screening: Efficiency + Empathy

AI is not going away. It will continue to shape recruitment processes. But our poll reinforces something important:

Candidates still want connection.

The future of recruitment isn’t AI versus humans, it’s about using technology to enhance efficiency while protecting the human element that builds trust, understanding and long-term placements.

For employers considering AI screening, the key question is not “Can we automate this?” but rather:

“Will this improve or damage our candidate experience?”

Because in today’s market, experience is everything.

If you’re looking for your next job or your next team member and would like the personal touch of a Recruitment Consultant, get in contact with our team of experts in technical recruitment.