The Future of Hiring Isn’t Just AI; It’s Authentic Relationships Too
If you’ve spent any time on LinkedIn lately, your feed is probably buzzing with “AI this” and “AI that.” From AI writing your resume to AI-powered chatbots interviewing you, it seems like technology is taking over the job search.
AI definitely has its place in making things smoother by helping scan resumes faster, spot keywords, and even scheduling interviews. The real secret to landing your dream job or finding the perfect hire isn’t just about smart algorithms, it’s about real connections.
It’s about building real, honest relationships, because at the end of the day, AI doesn’t hire people. People hire people.
AI Can Help, But It Can’t Replace Human Touch
AI isn’t the enemy; it’s actually pretty useful. It can sort through hundreds of resumes in minutes, look for skills that match the job description, and even write messages to set up interviews. For hiring managers, that saves valuable time. But here’s the catch: AI can’t tell a story. There’s been reports of good candidates being passed over by technology when they should have made it to the hiring manager’s desk. When everything is focused on speed and efficiency, AI can easily overlook great people who might not check every single box on its list but would be a fantastic addition to the team. AI can’t see passion, spot true potential beyond the resume, or sense that instant “click” that happens when a candidate just fits.
For job seekers, it means your resume might get seen faster, but it won’t help you stand out if you rely on it too much. AI can’t explain why you took a gap year, or how that side project taught you more than your last full-time job. It’s tempting to let AI generate cover letters and follow up messages for you in seconds, but if you do that without customizing it, you’re going to sound just like everyone else. Hiring managers can spot a generic letter from a mile away. If you want to stand out, write something real. Share why you care about that company, or what drew you to that job. That personal touch makes a difference.
Job Seekers: Be More Than Just a Resume
If you’re looking for a job right now, you might be tempted to focus on making sure your resume is AI-friendly. Yes, you should have the right keywords, clear formatting, and all that good stuff, but don’t stop there.
- Network (the right way): Move beyond connections and have genuine conversations with professionals that could impact your job search. Reach out to people in companies you admire, or in roles that interest you. Talk to recruiters who specialize in your industry, they have industry knowledge and connections and can advocate for you in ways AI can’t.
- Show your real self: When you get an interview, don’t just give canned answers. Let your personality shine through. Be open about your strengths and also where you’re looking to grow. Hiring managers aren’t looking for robots; they’re looking for real people who will fit in with their team and company culture.
- Don’t let AI write your entire story: While AI is good at providing a starting point for a cover letter, don’t just copy and paste! Instead, use it as a base and then customize it with your own unique experiences, and genuine interest in that specific role and company. Make it sound like you, this is your chance to stand out and show you’ve done your homework and truly care.
- Follow up thoughtfully: A quick, personalized thank you note after an interview, or a networking chat goes a long way. It shows you appreciate their time and remember what you discussed. This isn’t just a formality; it reinforces the connection you’re trying to build.
Hiring Managers: See the Person, Not Just the Profile
If you’re a hiring manager, you already know the pain of trying to find the right fit. Maybe you’ve gotten burned by hiring someone who looked perfect “on paper” but didn’t work out in real life. Or maybe you’ve lost great candidates because the hiring process took too long or felt too cold.
While AI can handle the early sorting of applications, it can’t measure passion, curiosity, or how well someone truly collaborates. These “soft skills” are crucial for a good hire and can only be seen through human interaction.
When you or your recruiting partner take the time to get to know candidates – beyond the resume – you spot red flags faster. You understand who will thrive on your team and you create a hiring process that candidates actually want to go through, instead of ghosting halfway through or accepting another offer.
- Have real conversations: Don’t just rely on automated tools or checklists, take time to have meaningful conversations with promising candidates. Ask open-ended questions that let them share their experiences and show who they really are beyond the resume.
- Be transparent: Be honest about the role, the company culture, and even the challenges. When you’re transparent about the job and the company culture, you build trust, and candidates can figure out if it’s the right fit for them, too.
- Think long-term: Hiring isn’t a one-time transaction. When you focus on trust and connection, you’re bringing in people who will care about your company’s success and want to stick around for the long haul.
The Future: High-Tech + High-Touch
In a world that’s increasingly driven by algorithms, the human touch is more valuable than ever. Let AI handle what it does best, like sorting tons of data, quickly scanning resumes, or scheduling interviews, but let people do what only people can do: build trust, create real connections, and spot true potential in someone.
At the end of the day the most powerful tool in your arsenal isn’t artificial intelligence – it’s authentic relationships. No matter how many fancy tools or systems we use, people hire people, and that’s something will never change.
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