The arrival of new technologies has long sculpted how the recruitment industry has operated. But perhaps no innovation has brought about as much change in recruitment – and beyond – as artificial intelligence (AI). Indeed, when you consider just how streamlined operations could become, speeding up the process for both hiring managers and candidates, it becomes clear how AI and recruitment could work hand-in-hand.
As AI becomes increasingly prevalent, the need for eLearning experts who can harness its potential grows in tandem. At Instinct Resourcing, we’re a learning and development recruitment agency that can help you find the experts that you need to elevate your operations. To find out how we can help you, simply contact us and we can explain our rigorous process that involves an initial consultation, all the way through to an aftercare service.
But, before you explore what we can do for you, let’s explore how AI could present benefits and challenges for you in the very near future.
How is AI in recruiting changing the industry?
The recruitment industry is already witnessing how AI can be brought in to streamline operations and shorten the length of time necessary for the hiring process. This is being done by taking over the repetitive, time-consuming tasks of replying to job applications, sifting through submissions, and even organising interviews. This can lead to an improved experience for both the applicant and the hiring team.
Many large companies have already taken advantage of the time-saving potential of AI. “We’ve reduced the time it takes to schedule an interview by more than 85%,” stated Matthias Leitzmann, Head of Global Talent Discovery at Mastercard, in May 2025, who have adopted Phenom’s AI-enhanced platform. Continuing, he explained, “This efficiency not only improves the candidate experience but is streamlining internal processes, reducing administrative burden, and helps us more efficiently land great talent”.
The Pros and Cons of AI in recruitment
While several companies have already successfully implemented AI into their operations, this process isn’t without its challenges. Indeed, there are a significant number of positives and negatives when it comes to the use of AI in recruitment. To help you decide whether AI in recruitment should be a priority for your business, we’ve outlined both sides below.
AI and recruitment: The advantages
Elevate your operations by using AI to streamline the hiring process.
Speed up screening
Screening potential candidates for your new instructional design job, LMS job or beyond takes a considerable amount of time and effort, particularly for popular roles. AI helps to considerably shorten this process by pre-screening candidates and filtering out the ones who didn’t fulfil the established criteria. This might be the strongest positive of artificial intelligence in recruitment, saving a hiring team time and money in the process.
Reduce general admin needs
Similarly to how AI can screen large numbers of potential candidates quickly and efficiently, it can also be used to write job descriptions, schedule interviews and much more. By taking over the small, repetitive admin tasks, the hiring team can spend more time on the jobs that make the process more fluid and efficient, for example, being on hand to answer applicant questions as and when they come in. NHS recruitment agencies, in particular, could benefit from this, helping to ease stretched workloads and limited budgets.
Improve the experience of candidates
A complex, ambiguous and lengthy recruitment process is an applicant’s worst nightmare. But, by using AI, you can simplify the procedure, streamlining communication and quickening the time it takes to get back to the candidate. This can be further enhanced with an AI chatbot. Better still, the time your team saves on administrative tasks could be reinvested in a live chat service, allowing applicants to speak directly with the hiring team
Intelligent candidate analysis
Intuitive AI systems can not only match a good candidate to an appropriate role, but they can also look beyond the keywords and experience. Indeed, AI can identify behavioural patterns across roles and analyse broader qualifications and experience to match the best candidate to the ideal position. Doing this may also diversify your pool of applicants, as these high-potential candidates would have otherwise slipped through the net.
Look beyond the job boards
AI is excellent at being proactive, analysing not only those who have applied for the role, but also those who haven’t. Able to analyse and extract useful information from job boards and professional social media networks, passive candidates can be identified and reached out to. This aspect could be particularly useful when searching for niche candidates looking for eLearning jobs.
AI and recruitment: The challenges
While it seems as though AI and recruitment are perfect for one another, there are significant downsides to its use that may have a detrimental impact on the hiring process.
Loss of personal touch
AI can be seen as cold and deeply impersonal, particularly in the recruitment world, where a hopeful candidate is looking for a life-changing opportunity. An applicant could be put off by a process that seems entirely AI-driven, especially if they are looking to find the personal human benefits that they may be able to get from a role. Searching for jobs is a stressful process, so getting rid of AI from the process makes for a more compassionate, personalised experience.
Miss out on quality candidates
While there are certainly benefits to an AI system sifting through the initial bulk of applications, it is certainly true that prime candidates could be missed by a methodical AI model. A badly written AI prompt or job description paired with a qualified candidate who doesn’t include the keywords in the strict criteria will mean that your company misses out on the superior applicant.
High cost of implementation
It may not be in the financial interest of an organisation to implement AI into their recruitment process, thanks to how much this costs to achieve. The costs of the technology, possible infrastructure change and training needs can massively impact a company’s cash flow if it isn’t set up to handle such a change. For small companies that don’t hire too often, AI for recruitment isn’t necessary.
Algorithmic bias
The AI algorithm that decides who is and who isn’t suitable for a role can be biased, after all, the prompt was given to it by a human who has bias, either consciously or subconsciously. It isn’t always clear how an AI model comes to the decisions it makes, which may mean it becomes biased toward a certain gender or type of applicant. By putting in a robust hiring criteria and process, this can be avoided.
Security Concerns
Since AI recruitment software collects large amounts of personal data from candidates, a robust security and privacy framework must be established to protect this data and remain compliant with GDPR
AI could certainly lead to an evolution in the recruitment process, but if you’re looking for a new way to transform how your company can find eLearning candidates today, contact Instinct Resourcing. A comprehensive and specialised eLearning recruitment agency that can secure you a wide range of digital roles across multiple professional sectors, we can effortlessly find the experts you need to revamp your online learning tools.
Find the eLearning experts you need and submit a vacancy with Instinct Resourcing today!
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