AI helps a lot when hiring for big roles in bulk, like for call centers or sales jobs. But for special jobs like firmware, robotics-RPA
or medical coding, it can cause more problems than it solves. Companies like VMware or Mercedes-Benz need very skilled people, but these experts don’t always write their resumes using the “right” keywords. So the AI misses them and they get rejected—not because they’re bad, but because the AI didn’t understand their potential. Studies show that about 38% of such good candidates are filtered out too early.
Also, using these fancy AI hiring tools is very expensive. Big companies might afford them, but mid-sized companies and staffing agencies—who actually hire most of the special roles—can’t spend so much. So AI becomes a luxury, not a smart solution. That’s why top companies like Accenture and HP still trust human recruiters who can understand people’s stories, skills, and personalities—things AI can’t do.
Even worse, overusing AI in hiring can reduce diversity. It may reject people because they talk differently, studied in non-famous colleges, or had gaps in work. And after all this, many companies still remove staff for cost-cutting, only to spend more money on AI tools again. Fewer employees end up doing more work, leading to stress, burnout, and a bad work culture.
AI should help people—not replace them. We need both smart tech and smarter humans to build great teams.
Great insights on Agentic AI
AI helps a lot when hiring for big roles in bulk, like for call centers or sales jobs. But for special jobs like firmware, robotics-RPA
or medical coding, it can cause more problems than it solves. Companies like VMware or Mercedes-Benz need very skilled people, but these experts don’t always write their resumes using the “right” keywords. So the AI misses them and they get rejected—not because they’re bad, but because the AI didn’t understand their potential. Studies show that about 38% of such good candidates are filtered out too early.
Also, using these fancy AI hiring tools is very expensive. Big companies might afford them, but mid-sized companies and staffing agencies—who actually hire most of the special roles—can’t spend so much. So AI becomes a luxury, not a smart solution. That’s why top companies like Accenture and HP still trust human recruiters who can understand people’s stories, skills, and personalities—things AI can’t do.
Even worse, overusing AI in hiring can reduce diversity. It may reject people because they talk differently, studied in non-famous colleges, or had gaps in work. And after all this, many companies still remove staff for cost-cutting, only to spend more money on AI tools again. Fewer employees end up doing more work, leading to stress, burnout, and a bad work culture.
AI should help people—not replace them. We need both smart tech and smarter humans to build great teams.