AI in the hiring process

As employers increasingly rely on artificial intelligence in hiring, students entering the job market are learning how to navigate a more automated recruitment process. From resume screening and applicant tracking systems to interview preparation and recruiter productivity tools, AI is reshaping how companies identify and evaluate candidates. 

To better understand these changes, we spoke with Shawnee Chapman, associate professor of instruction in marketing and management and director of undergraduate Human Resources certificate program. Chapman also serves as faculty advisor to the Society for Human Resource Management (SHRM) student chapter, teaches introductory HR courses each semester and regularly connects students with alumni and HR professionals through networking trips, classroom case studies and hands-on simulations. She shared how employers are using AI in hiring, what job seekers should know and how students can stay competitive in an evolving job market. 

Q: What are the alumni connections and networking efforts like, and what are some key takeaways? 

These trips expose students to different cities, communities and more diverse groups of people. I feel like students really revitalize during these experiences; it often confirms their interest in HR and business and helps them get excited about their future careers. They also see firsthand that alumni care about them and are willing to take time out of their day to talk, mentor and offer advice. 

Students are able to get a better pulse on current HR trends, what’s really happening in the industry and what skills they should focus on. They learn about tools, certifications, career progression and what it takes to land jobs. Those conversations are incredibly valuable. 

Q: In your experience, how are employers using AI in the hiring process? 

Employers are using AI at many different stages of the hiring process, especially through recruiter productivity tools. For example, I have an alumna who uses LinkedIn Recruiter and talked about using an AI assistant to help identify alternative job titles. Recruiters want to make sure they aren’t limiting themselves by only searching a few titles; they want a fuller picture of candidates whose experience may align, even if their job title looks different. 

For example, if a company is looking for someone with manufacturing experience, they might ask AI to identify similar manufacturing companies across Ohio to broaden their candidate pool and better understand where qualified applicants may be coming from. 

AI is also being used for workflow automation. Applicant tracking systems have always moved candidates through the process, but now AI is making that process more automated and reducing manual tasks overall. 

Some companies are also using AI-generated fit scores. They may define what an “A-level” candidate looks like, identify the keywords and qualifications that match that profile, and then use AI to score resumes based on job fit. However, employers still emphasize the need for human oversight. Several people told me they’ve seen situations where AI overlooked strong candidates, and a recruiter had to step in and recognize that. 

The overall theme I keep seeing is that AI still requires a human touch. It’s helpful, but it’s not perfect, and employers know that human verification is still necessary. 

Q: What are some common mistakes job seekers make that may impact their consideration? 

One of the biggest mistakes job seekers make is submitting the same generic resume for every position. Even with AI in the hiring process, students still need to do the same things they would have done before; customize their resume for the specific job, include relevant keywords and responsibilities and clearly quantify their experience so their impact and results stand out. 

Some companies also want candidates to use AI, but they don’t want everything to be done by AI. Especially for entry-level roles, employers want to know candidates can use AI as a tool, not as a replacement for critical thinking. They still want to see personalization, effort and proof that the applicant understands the role and company. 

Q: As AI continues to evolve, how should students and job seekers adapt their search strategies to stay competitive in this increasingly automated recruitment landscape? 

Students should think of AI as a tool to strengthen their job search, not replace the work they need to do themselves. They can use AI to compare a job description with their resume and ask questions like, “Here’s the job, here’s my resume and here’s the company—how can I optimize my resume for this role?” That can be really helpful for identifying missing keywords or ways to better present experience. 

AI can also help with interview preparation. Applicants are using AI for mock interviews, asking AI assistants what questions they should expect based on a specific company or position and practicing responses ahead of time. 

I also recently spoke with someone whose team uses AI to record interviews for manager training. They use it to help identify illegal hiring questions—things like asking someone how many kids they have or making assumptions about whether they’re a parent. In manufacturing settings especially, where there may only be one HR person supporting hundreds of employees, AI can help review interviews, reduce bias and flag unethical or inappropriate questions. 

The key is learning how to use AI responsibly. Employers want candidates who know how to use these tools effectively while still thinking critically and making strong decisions on their own. 

Q: Is there anything else you’d like to add? 

Another growing trend is how applicants are using AI to prepare for interviews. AI mock interviews and tailored practice questions can help candidates feel more confident and prepared. When used correctly, AI can be a really valuable resource throughout the job search process, as long as it supports the candidate’s own work rather than replacing it.