Getting on Board with AI: What Businesses Need to Know on AI and Human Recruiters

by | Apr 4, 2019 | IT Recruitment

Automation and other technologies powered by artificial intelligence (AI) gain more audience year after year. With the rise of different languages and technologies used in making work more simplified, more industries are beginning to see the worth of investing in AI.

Interestingly, the use of automation is no longer limited to the IT sector but also to marketing and development. AI for recruitment is becoming the dominant narrative in human resource technology as it poses several benefits for the recruitment process, particularly when it comes to screening resumes more efficiently and effectively.

In the talent and recruitment industry, AI has gained numerous followers. While it is sure to bring about changes in the way organizations search for talent, it would be risky to overestimate the capabilities of AI in advancing recruitment processes.

In a survey by Ideal, 52% of the talent acquisition and recruitment leaders say that picking out candidates from a large set of applicants is still the hardest part of recruitment.

On a different note, the same survey says that while 56% of recruitment firms will increase their hiring volume this year, 66% will either retain its current size or downsize.

It is not hard to see why AI technologies used in talent acquisition have gained many followers in a short span of time. They are efficient and they also enable recruiters to match skillsets for a specific job post with candidates’ job profiles.

The rise of the AI would not automatically translate to a sudden loss of jobs. What it guarantees, however, is more time for doing other things not related to recruitment.

Undercover Recruiter reports that even when the integration of AI to human work does not immediately fit, 80% of the executives still believe that AI boosts productivity and performance.

In a highly competitive business climate, recruitment firms need to know all the viable options that could make work easier and more effective. Check out these statistics to know more about AI in the recruitment industry.

I. Global recruitment is rising. This can be attributed to the development of new technologies such as AI and automation. (Undercover Recruiter)

   A.  According to the Undercover Recruiter, hiring volume is still set to rise globally, with India leading the increase.
        i. India: 76%; Mexico: 67%; Southeast Asia: 62%; Germany: 61%; UK: 58%; US: 58%; France: 50%; China: 50%; Australia: 45%; and Brazil: 40%

   B. 80% of the enterprises have already started investing in AI, but 1 out of 3 business leaders still find that their companies need to invest within the next 36 months to keep pace with competitors. (Teradata c/o Vanson Bourne)

   C. The market for AI will grow from $8 billion in 2016 to $47 billion in 2020, impacting all business practices including HR and recruiting (IDC research firm via Inc.)

II. Recruiters are having a generally positive outlook on AI and automation. (Ideal)

   A. 96% of senior HR professionals say that AI can greatly enhance talent acquisition and retention

   B. 55% of HR managers see the future of AI to be a regular part of HR in the next five years

   C. HR professionals save an average of 14 hours a week in completing tasks related to recruitment acquisition with the use of automationi.
         ii.  28% of HR professionals spend 20 hours or more while 11% spend more than 30 hours in working on tasks that could be done with AI

   D. 40% of HR professionals say that a lack of automation is lowering productivity while 35% say that it has led to higher costs

III. AI and automation significantly make recruitment more effective and efficient while lowering costs.

   A. Screening resumes and shortlisting candidates to interview takes around 23 hours for a recruiter to have a single hire. This is a long time, considering 75 to 88 percent of the resumes received for the role are not qualified. (Ideal)

   B. “Early adopter companies using AI-powered recruiting software have seen their cost per screen reduced by 75%, their revenue per employee improve by 4%, and their turnover decrease by 35%”. (Ideal)

   C, Concrete benefits to be received by the organization include a 20% increase in performance, saving 23 hours per hire, as well as less disruption to workflows. (Ideal)

   D. AI can fully automate candidate sourcing and matching (Ideal)

IV. AI and automation could not completely replace the human factor in recruitment (Sanjiv). In fact, collaborative intelligence is possible.

   A. The Undercover Recruiter reports that even when AI is expected to replace 16% of the jobs within the coming 10 years. What follows is not necessarily the loss of jobs but a chance to improve the overall recruitment process.

   B. The best use of AI for HR is not replacing people at work but rather using Augmented Intelligence to make them more effective. (Michael Haberman, HR Consultant via Ideal)

   C. The 2018 Future of Jobs report by the World Economic Forum says that by 2022, 50% of the companies expect that their full-time workforce will be reduced by automation to some extent.

   D. In a study, 95% of leaders expect that AI would affect human jobs by 2030. (Vanson Bourne & Teradata)

   E. A study by James Wilson and Paul Daughtery in 2018 found that there is a direct proportion between the number of human-machine collaboration principles adopted and performance improvement.

   F. HR professionals say that only 20% of managing-related recruiting tasks can be automated (Ideal)

   G. 65% of the HR managers say that the concept of the AI in HR does not make them nervous while 7% think that robots could replace the job they do (Ideal)

   H. 33% of the employers say that AI will, in fact, “humanize” HR through augmentation (Ideal)



Gibbons, S. (2018, August 20). How AI can make recruiting more efficient. Retrieved from

Ideal. (n.d.). AI for recruiting: A definitive guide for HR professionals. Retrieved from

Min, J. (2019, February 11). 12 revealing stats on how recruiters feel about AI [Infographic]. Retrieved from

Savar, A. (2017, June 26). 3 ways that A.I. is transforming HR and recruiting. Retrieved from

Undercover Recruiter. (n.d.). 5 global stats shaping recruiting trends. Retrieved February 11, 2019, from

Wilson, H., & Daughtery, P. (2018, July 1). How humans and AI are working together in 1,500 companies. Retrieved from

World Economic Forum. (2018). The future of jobs report. Retrieved from

Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.