As AI enters more and more areas of the workplace, the questions are growing: How is AI used in recruitment? Who does what – humans or machines? And what does it mean for you as a job seeker?

AI as a support and not as a selection engine

There are many tools available today that allow AI to take over parts of the recruitment process. Everything from CV screening to automated video interviews. We have chosen a different path.

We do not use AI to screen, assess or reject candidates. We believe that it takes human intuition to understand what makes a person right for a role. We should be able to stand behind our recommendation to the client and, with the help of the right questions and analysis, feel confident that the people we present have what it takes for the role.

However, we use AI as an administrative and analytical support, to streamline work behind the scenes.

How we use AI in our everyday lives

Here are some examples of how we use AI in practice:

Formulate technical and role-specific questions

When we need to develop relevant selection and interview questions for different roles, especially in specialist areas, AI can help us quickly generate suggestions that we then adapt to the requirements profile and industry.

Support in search processes

In our executive search work, we have traditionally not used AI in the past, but with the technological advances that are now being made, we can use AI to find more relevant candidates than before by helping to fill in information from similar profiles based on what people with a specific title or in a specific industry should be able to do. It’s not always true, but finding an additional candidate that we had previously failed to locate is worth its weight in gold in difficult recruitments.

Compiling documentation from multiple systems

In a recruitment process, information is collected in many channels: interview notes, emails, application systems, customer portals and more. AI helps us collect, structure and summarize that documentation, which otherwise takes a lot of manual time.

Create draft job advertisements

AI tools can provide language support and draft suggestions for advertisements based on the information provided in the requirements profile. However, we always edit the texts ourselves to ensure that the tone, content and message are appropriate for both the role and the employer.

Why we do this

For us, AI is not about replacing humans, but about freeing up time for what requires human presence and understanding: the meetings, the dialog, the gut feeling and the ability to see potential beyond what is on paper.

By letting AI handle some of the repetitive and administrative work, our recruiters can spend more time where it really makes a difference: understanding the human behind the CV and matching the right person with the right company.

We are open about our AI use

Transparency is important. That’s why we are clear about how we use AI and how we do not. We never let AI make decisions about which candidates move forward or not. We see it as our responsibility to use technology wisely, ethically and with respect for the individual.

Of course, we comply with applicable data protection rules and handle all information with great care.

AI as an assistant, not a judge

AI is a valuable tool in our everyday recruitment. But it is not a judge, and it never decides who moves forward in the process. We humans do that, supported by both experience and dialog.

We believe in combining the best of both worlds: time-saving technology and human presence where it really counts.