Supporting Curation through AI: How companies are using machine learning to boost their hiring process – Part 2
Summary
As more companies implement Direct Sourcing strategies, the use of AI-powered features, from intelligent matching to generative job descriptions,is becoming standard.
These tools (and increasingly, AI agents) promise faster hiring, better alignment, and less manual work. But without thoughtful human oversight, even the smartest systems can fall short.
In Part 2 of our series, we explore how organizations can effectively integrate both AI tools and agents to support Curators, improve hiring outcomes, and create a more human-centered experience.
AI tends to get a bad rap.
Professionals are worried about being replaced. Job applicants worry about impersonal rejection emails. And business leaders hesitate over whether the tech is worth the effort.
And yet, AI has become a central part of talent acquisition, especially in Direct Sourcing.
The key? Knowing how to use it right.
Today’s best hiring strategies are powered by a mix of AI tools and agents that work alongside Curators, not instead of them. These tools automate repetitive tasks, generate smarter insights, and surface stronger matches, while human teams focus on candidate engagement and decision-making.
In part 2 of our 2-part series, we look at how companies can improve the curation process by combining AI-powered support with the human element.
How are AI tools being used in talent acquisition?
According to LinkedIn’s Future of Recruiting Report (2025), 73% of TA professionals believe AI will significantly impact hiring. And 37% of organizations are already integrating or experimenting with generative AI, up 10% from last year.
But that doesn’t mean AI is taking over. It means companies are using it to help recruiters do their jobs better.
Whether it’s automated job matching, curated recommendations, or smart prompts that save time, AI is becoming a tool for efficiency, not replacement.
How do I use AI tools effectively?
AI tools, and increasingly, AI agents, are now built into most modern Direct Sourcing platforms. At TalentNet, we use machine learning to enhance recruiter performance, not to override it.
These tools and AI Agents should:
- Ensure top talent finds the right job. TalentNet’s matching tool lets candidates know when they’re a good fit and offers a 60-second apply flow to reduce drop-off.
- Streamline manual tasks so curators can focus on people. In LinkedIn’s report, efficiency was listed as the top benefit of AI. TA leaders reported saving around 20% of their work week thanks to AI integrations. Our tool, TalentNavigator, acts like a hiring assistant, responding to natural language prompts like: “Show me a shortlist for the content strategist role in Austin with 5+ years of experience.” It also handles repetitive admin like talent pool management so Curators can spend more time building relationships.
- Write better job descriptions, faster. TalentNet’s Job Description Optimization tool helps create short, clear, SEO-optimized descriptions that attract better talent and reduce bias.
- Keep candidate data secure and compliant. Every AI-powered feature should be backed by a platform that values privacy. TalentNet is fully compliant with: SOC 2 Type II, ISO 27007, 27017, and 27701, GDPR and CCPA regulations
What are common pitfalls to avoid?
AI tools and agents are powerful but without thoughtful human oversight, things can quickly go sideways.
One key trend: Companies are increasingly prioritizing relationship-building skills when hiring curators. In fact, LinkedIn’s data showed that organizations were 54x more likely to look for recruiters with strong people skills in 2024 than the year before.
Here’s what to watch out for:
- Impersonal communication. Templates and automation are helpful—but if your messaging feels robotic, candidates will disengage. TalentNet enables personalized communication backed by AI prompts, not driven by them.
- Built-in bias. If your tools are trained on past hiring data that reflect bias, they’ll carry it forward. Look for platforms (like TalentNet) that help eliminate biased language and focus on qualifications and skills.
- Overreliance on AI. Candidates can tell when no one’s behind the wheel. AI should assist, not lead, the hiring strategy. Human oversight is still critical at every stage.
Combining top tech with the human element
AI is one of the most impactful technologies in talent acquisition today. When used well, it increases efficiency, improves candidate quality, and reduces time-to-fill.
But tech is only half the story.
Without real human engagement, personalized communication, and thoughtful decision-making, companies risk missing out on the very talent they’re trying to attract.
TalentNet’s platform is built to combine industry-leading AI features with the irreplaceable human element—streamlining the hiring process without removing what makes it work: people.
Want to learn more? Request a demo here.
