The importance of human connection in hiring
As AI advances, it can be used for many different parts of the hiring process—from writing and posting job ads to screening candidates and even conducting interviews. But human connection still plays an essential role in hiring.
Besides the fact that job seekers want to feel their applications have been seen and evaluated by a person, there are certain criteria – like cultural fit and adaptability – that AI is not yet able to gauge.
So how can employers strike a balance between using technology to automate and speed up the process, while still connecting with candidates? Here’s how to use both AI and in-person vetting to optimise the hiring process.
When to use AI in hiring
AI is a big help for hirers because it handles the repetitive, time-consuming tasks that slow things down, says Viv Farrington, Founder and Principal Consultant at Muse Digital. “AI’s great at sorting through tons of resumés quickly, to spot key skills and qualifications, so recruiters don’t get buried in paperwork.”
AI tools are also being used to schedule interviews and screen candidates with initial assessments. According to SEEK data, hirers are most open to using AI for writing role descriptions (76%), screening resumés (72%) and automating interview scheduling (72%).
On the flip side, candidates are also using AI to help with their applications, such as drafting cover letters. One in five (19%) of hirers say they’re now using AI detectors to pick up on this in applications or cover letters.
Why human connection is important in hiring
Although technology is increasingly used for hiring, human connection is still key. This is because finding the right talent is about more than just matching skills on paper, says Farrington. It’s about understanding people’s motivations, culture fit and how they’ll really work with the team.
“Technology can help with the basics, but building trust and reading those subtle cues? That’s something only humans can do,” she says. “Importantly, the role of AI should be to support and strengthen human connection in recruitment, not replace it.”
Building rapport with candidates even improves hiring outcomes. “When there’s a strong human connection in hiring, it helps everyone feel more comfortable and open,” says Farrington.
“If you create a good connection, candidates are more likely to be honest about their strengths and challenges, and in turn hiring managers get a clearer picture of who the person really is beyond their resumé,” she says. “This leads to better matches, happier teams and less turnover.”
Human interaction builds trust early
The best way is to build rapport quickly is to establish a human connection early in the hiring process to build trust. This way, candidates feel heard and respected from the start. “That can make all the difference in attracting top talent who might have multiple options,” says Farrington.
“It’s less about grilling them with questions and more about starting a meaningful conversation that uncovers motivations, passions and what opportunities will truly fit their experience and lifestyle.”
Making a good impression on people goes a long way, even if they don’t end up getting the role.
This enhances the overall recruitment experience, which also impacts your employer brand and reputation. Plus, it means great talent is more likely to apply again in future.
Another important thing to remember is that fully automating the recruitment process will result in fewer roles for recruiters in the future. In the age of AI, recruiters need to emphasise the importance of the human element in the hiring process, as that’s where their value lies.
Crucial moments for connection in hiring
There are critical times in hiring when a human touch can make a big difference to a successful placement. These include:
The first interaction. The very first time you interact sets the entire tone for the hiring journey, says Farrington, as this is when talent decides if the company feels like a place where they can be themselves. “If I come across as warm, approachable and genuinely interested, candidates are more likely to relax and open up,” she says. “This leads to more honest conversations, giving me a clearer picture of who the person really is beyond their resume.”
During interviews. Interviews are when you can really connect with a candidate and learn who they are as a person, as well as whether they’ll fit the role. While you might not be able to host all interviews in person, think about how you can still bring connection to virtual interviews, such as having your camera, introducing yourself and getting to know the candidate before starting questions.
Telling them if they got the job. Interviewing for a job takes a lot of time and effort. It is an emotionally charged process, so it’s important to be sensitive when sharing the outcome of an application. Consider whether it’s best to tell the candidate via email or phone and make sure to thank them for their time, regardless of the outcome. And don’t delay telling candidates as they may be applying for several roles at once and timing may be crucial.
AI can handle the time-consuming administrative tasks of recruitment, but it’s the human moments that reveal the right person for the job. Make a point to connect with candidates personally – to spot the right fit, build your employer brand and identify top talent even when their skills and experiences don’t perfectly align. There’s no substitute for in-person connections when it comes to finding the right person for a job.
Source: Independent research conducted by Nature of behalf of SEEK, interviewing 12,000 Australians annually. Published September 2025.