Automation with a human touch: How companies balance AI with a personalized approach – Part 1
Summary
As companies continue integrating Direct Sourcing programs with AI-based tools, candidates are looking for a balanced approach that includes a smoother application process combined with human engagements.
The key for many is balancing recruiter interactions with a more efficient hiring process. When done correctly, AI should support curators, not replace them. We look at what candidates are looking for when applying for open positions.
Artificial intelligence isn’t taking over the recruitment process. It’s taken over. Past tense.
As companies adopt Direct Sourcing practices, many are integrating AI-based tools to improve the candidate experience.
The rise of generative AI, job matching features, and automated support for manual processes has changed the way companies hire. According to a 2025 LinkedIn report, 31% of talent acquisition professionals say their organizations are exploring AI integrations, 26% are experimenting with tools and 11% are actively integrating them.
So what does that mean for candidates? While many are embracing the rise of a faster, more efficient candidate experience, there’s still one caveat.
Job hunters value the human element involved in recruiting.
In part one of a two part series, we explore the benefits of AI-based integrations for candidates and how companies should be balancing automation with authentic human connection.
What are the benefits of AI-tools in recruitment?
Companies that take a Direct Sourcing approach to hiring often use platforms backed by industry-leading AI-tools. These include:
- Job matching technology that matches candidates with open roles based on their experience and skill sets, creating a 60 second application process.
- Generative AI-based tools like TalentNet’s TalentNavigator, a recruiting assistant that searches through talent pools, answers key hiring questions, and automates manual tasks.
- Job description optimization features that let curators write better job descriptions while eliminating unconscious bias.
While AI tools used to divide candidates, many are seeing the benefits.
In an effort to understand how applicants view a more automated hiring process, ScienceDirect published a study focusing on how candidates perceive AI use in the recruiting process.
According to the survey, the majority of respondents were in favor of AI support, with 38% of respondents saying AI tools were useful, 32% staying neutral, and 31% finding them unhelpful.
In general AI use has improved the candidate experience. Candidates are seeing a range of benefits, including:
- Faster response times. Organizations using Direct Sourcing platforms powered by AI are able to connect with applicants quicker with personalized messages, meaning candidates aren’t waiting weeks to find out where they are in the application process. Some platforms, like TalentNet, include an applicant tracking feature to allow talent to keep track of the hiring process.
- Quick and simple applications. Instead of filling out long, complicated forms, AI-driven platforms let candidates apply to jobs in only 60 seconds by matching talent to open positions based on their skill sets.
- Less bias. As companies focus on improving DEI efforts, many are turning to AI tools to eliminate subconscious bias. Job description optimization, for example, ensures recruiters aren’t using exclusionary terms.
What are candidates concerned about?
When integrated correctly, AI can help companies create better, more efficient candidate experiences. Still, businesses that depend too much on automation can risk losing the human element.
As a candidate, some red flags to look for when applying include:
A lack of personal communication
If a company receives your resume and never gets back to you, or sends out an impersonal, automated response, they’re likely missing out on building relationships with qualified candidates. Organizations with Direct Sourcing programs typically use AI to improve candidate engagement while ensuring each resume is matched to relevant positions.
Automatic rejections
When candidates get generic rejections right after applying, the company is likely over-relying on keywords and using a rigid screening system.
Organizations should be using AI to build their talent communities and encourage candidate engagement, not gate keeping job openings.
Automatic rejections can also point to a poorly written job description that doesn’t properly explain the position.
No opportunity to provide context
Hiring should be a nuanced, customized process. As a candidate, you should have the ability to contact a human being and explain any employment gaps, career changes, or unique qualifications. If companies aren’t allowing for some type of personal touch point, they’ll miss out on top talent with important skill sets.
Demanding better candidate experiences
AI has changed how companies hire. Candidates are seeing better communication, faster response times and easier application processes.
Still, some applicants are concerned about a lack of nuance, rigid resume screening and less human interaction. By implementing Direct Sourcing best practices, companies can avoid improper AI usage while keeping the candidate experience fair and personal.
For more insights on the hiring market, check out TalentNet’s latest blogs and resources here.
