Artificial Intelligence (AI) is rapidly reshaping how HR professionals operate, and its role in hiring is a major source of debate. The idea of using AI in the hiring process has been a highly controversial topic for years, but the crux of the argument has recently shifted from if we should use it to where is it acceptable?
On one side, many professionals believe that AI can help streamline the process and lighten the workload. Detractors say AI has no place in the hiring process. It isn’t a black and white conversation though, and the evolution of public sentiment reflects that.
This HR 411 article will discuss the concerns and potential benefits, as well as where AI is generally accepted — or heavily shunned — during the process.
If you are interested in implementing AI into your hiring methods, read this article first to see which applications you should avoid.
The Case for AI in Hiring (and General Concerns)
Many HR departments already utilize artificial intelligence programs or apps to help with their daily work. It’s no surprise that it has become a popular tool for recruitment managers, with 68% of companies projected to use AI in the hiring process by the end of 2025. But it comes with a fair share of naysayers.
AI is touted as a way to streamline tasks, improve overall efficiency, potentially reduce bias, schedule interviews, even do candidate sourcing for you. However, it’s also controversial for many of the same reasons.
Critics are quick to point out the risks of using AI in hiring processes: biased training data impacting outcomes, a lack of transparency in how the AI uses the data, the potential for discriminatory outcomes and compliance risks if systems aren’t set up properly.
To complicate the matter, legality of AI use is something to be aware of. In 2022, Illinois introduced the Artificial Intelligence Video Interview Act, which regulates the use of AI to analyze video interviews for job applicants.
There have been cases where both sides of the argument were proven right, leading to further discourse on how to properly and ethically use AI in the hiring process.
The Current Consensus for AI in the Hiring Process
AI is already being integrated into nearly every stage of recruitment, and both the general public and HR professionals have shared their thoughts about it.
After examining multiple reports from both the public and HR perspective, we have found that the state of mind around AI in the hiring process is generally mixed, although its use is more accepted during the early stages.
Behind-the-scenes tasks: As of 2025, the public has a greater acceptance of AI used for behind-the-scenes tasks like onboarding, scheduling interviews, or getting feedback on candidates’ experience. HR leaders and members of the public are the most accepting of AI when it is used as a support tool.
Resume-related tasks: For early processes like application screenings and searching for candidates on job websites, the public sentiment is mixed but is leaning more towards acceptance as long as concerns regarding bias and transparency are addressed. HR leaders also lean more favorably on this topic. One report showed that 73% of HR professionals trust AI systems to make candidate recommendations.
Skill assessment and monitoring: Once a little further into the process, there is mixed reaction to using AI to monitor skills testing or assessments. HR professionals, however, seem to be leaning in favor of this method as over half (57%) of hiring managers say they are using AI for this purpose.
Interviews and decision-making: Letting AI conduct candidate interviews and make final decisions on hiring (and firing) are heavily opposed across multiple studies by both parties. Letting AI interview candidates is seen as disrespectful and dehumanizing to candidates and can cause them to lose trust in the company before even being hired.
The Pew Research Center reported that over 70% of Americans are highly opposed to AI making any final decisions regarding hiring. Another report showed that a majority of job seekers wouldn’t even apply for a job if they were aware the company would use AI in the final hiring decision.
When it comes to where the debate stands in 2025, it is safe to say that much of the sentiment is cautious but hopeful about AI’s use as a tool rather than a new boss.
Human Oversight Remains King
As hiring processes become increasingly AI-driven, it’s clear that human judgment is still a top priority. The 2025 Insight Global survey found that although more than 90% of hiring managers already use AI in some part of recruitment, at the same time, nearly 93% stress that human expertise is essential to balance those efficiencies.
It’s clear that we need to find a balance between efficiency, legality, and ethics. For both HR professionals and job seekers, the message is consistent: AI may assist, but people must make the final call.
Sources: ResumeBuilder, Pew Research Center, Harver, Insight Global, Lifewire, HRTech
