Many social posts and media highlight AI’s value in automating hiring. But they overlook that human interaction is still required.
AI and Technology Excels At:
- Finding candidates
- Screening for basic qualifications
- Scheduling interviews
- Managing communication
- Tracking candidate progress
AI is Only as Good as a company’s hiring clarity and systems programming:
- Cannot infer job success factors a company or hiring manager has not defined (e.g., requiring a four‑year degree vs. hiring for job interest (financial interest for accountants).
- Overvalues credentials (e.g., degrees and job titles) and dismisses non‑traditional work (e.g., gig driver).
- Cannot improve a job description or ad that is vague, outdated, copied, or contains bias from past hiring decisions. Instead, AI will amplify and automate those flaws and use these biases. The results are not legally defensible.
- Can send “thank you” letters, but relies on consistent communication programming – or it can damage a company’s reputation.
- Cannot build trust if auto‑responses feel cold or systems fail to notify managers of scheduled interviews.
- Doesn’t recognize and value every job candidate as a potential customer, future contract decision maker, or vendor/supplier.
What AI and Technology Cannot Do Right Now:
- Tell the difference between subjective and objective data
- Listen and determine a candidate’s coachability, resilience, or job curiosity
- Evaluate job candidate conduct during an interview (tone, listening skills, trust‑building, authenticity)
- Make a hiring decision
- Provide legally compliant interview questions or deep‑dive questions into responses
- Replace qualified assessments (validated, reliable, legally defensible tools)
- Note: AI‑powered personality quizzes are not validated for pre‑employment or promotion use.
AI Legal Risks Often Overlooked:
- Several states require transparency when AI is used in hiring
- Some states require bias audits of automated hiring tools
- The EEOC has issued guidance on AI discrimination
Companies relying on AI without understanding these requirements expose themselves to compliance risk and potential legal challenges.
AI is a tool … not a decision maker. Human discernment is still the differentiator and a critical piece in the hiring and selection process.
©Jeannette Seibly 2026 All Rights Reserved
Written with help from AI
Jeannette Seibly is a Talent Advisor, Leadership Results Coach, and Business Author with over 33 years of experience guiding people to empower themselves, transforming workplaces into places that work, and shaping leaders who truly lead.
Want or need to improve your hiring results? We all do. Let’s schedule a conversation to determine where you need to focus first. Contact me to understand and use the power of objective data when hiring.