Recruiting: Everyone’s Hyping AI – But 9 Out of 10 Companies Don’t Even Have the Basics Right

Marcus
Sep 9
4 min read

Go to any HR conference today and you’ll hear about artificial intelligence in recruiting: resume-screening bots, predictive analytics, conversational chatbots. The buzzwords are everywhere.

But here’s the inconvenient truth: while the industry is busy celebrating AI, nine out of ten companies still struggle with the fundamentals of recruiting.

The result? Slow processes, frustrated candidates, and missed opportunities to hire top talent.

Where Most Companies Struggle

Talk to candidates and you’ll hear the same complaints again and again, regardless of industry or company size:

Painfully Slow Response Times
- Weeks go by without a response.
- Resumes feel lost and ignored.
- Candidates feel unimportant.
Overly Complicated Application Processes
- 20 mandatory fields in an application form.
- Systems that aren’t mobile-friendly.
- Endless uploads of documents that hiring managers barely glance at.
Cold and Generic Communication
- Automated rejection emails without personalization.
- Candidates “ghosted” after the final rounds.
- The overall process feels transactional and impersonal.
Lack of Transparency
- Candidates lack clarity on their application status.
- Job descriptions are vague or cluttered with jargon.
- Interview processes differ wildly between departments.
Poor Hiring Manager Engagement
- Managers don’t see recruiting as their responsibility.
- Feedback comes late—or not at all.
- Final decisions are often made on gut feel instead of structured criteria.

The Candidate Impact

These flaws are not minor inconveniences—they have a real impact on how a company is perceived:

Frustration and loss of trust: Candidates assume, rightly or wrongly, that a sloppy process means a sloppy company.
Negative word of mouth: Experiences get shared on Glassdoor, Indeed, or LinkedIn—and they stick.
Top talent walks away: The best candidates have options. If your process is slow, they’re gone.
Employer brand damage: Recruiting is the first real touchpoint. If that goes badly, your reputation takes a lasting hit.

How to Fix the Basics—Simply and Cost-Effectively

The good news? Getting the fundamentals right isn’t about huge budgets. It’s about discipline, clarity, and a few smart moves:

1. Speed Up Response Times

Aim for a response within five business days, even if it’s just an acknowledgment.
Simple autoresponders can set expectations.
Create internal SLAs with hiring managers to prevent bottlenecks.

2. Simplify the Application

Cut forms down to the essentials: name, email, resume.
Make sure the process is mobile-first.
Drop unnecessary requirements, such as cover letters, if they’re rarely reviewed.

3. Personalize Communication

Use templates—but personalize them with names and interview details.
Add small touches of appreciation: “Thank you for your time yesterday.”
Remember: even a rejection can build respect if delivered well.

4. Bring Transparency to the Journey

Communicate the process upfront: “Expect feedback within 7 days.”
Share simple process guides or timelines with candidates to help them understand the workflow.
Make structured feedback a default, not an exception.

5. Train and Engage Hiring Managers

Provide quick workshops on interviewing techniques.
Use scorecards to structure decision-making.
Remind managers that recruiting is a strategic priority, not a side task.

Practical AI Hacks That Actually Help

AI doesn’t have to mean giant, expensive systems. Small, pragmatic hacks can immediately improve the basics:

Automated scheduling tools, such as Calendly or GoodTime, eliminate the need for back-and-forth emails.
Resume pre-screening: Affordable ATS solutions, such as Manatal, can automatically rank applications.
Chatbots for FAQs: Light-weight tools like Tidio or Paradox handle routine candidate questions 24/7.
Job ad optimization: Platforms like Textio or ChatGPT help craft inclusive and compelling job postings.
Interview transcription: Tools like Metaview automatically take notes, allowing interviewers to focus on the conversation.

The key is to start small: pick one pain point, apply a targeted AI solution, and scale from there.

Where External Support Pays Off

Not every fix can or should be handled internally. There are three situations where external help makes sense:

Objective perspective
Internal teams normalize their own inefficiencies. A consultant brings fresh eyes.

Access to best practices
External experts know what’s working across industries—and what’s just hype.
Speed and execution
With proven playbooks, consultants can drive measurable improvements in weeks, not months.

This is especially valuable for larger projects, such as selecting an ATS, redesigning end-to-end processes, or training hiring managers.

Why Getting This Right Matters

Fixing recruiting basics is not just about filling jobs—it creates ripple effects across the business:

Employer brand boost: Candidates who feel respected spread the word, even if they don’t get hired.
Higher selection quality: Structured, timely processes mean stronger hiring decisions.
Stronger retention: Employees who experience respect and professionalism from day one are more likely to stay.
Market reputation: A well-run recruiting process signals a modern, trustworthy, and competitive organization.

Put simply: Recruiting is the storefront of your culture. If it looks broken, people will walk past. If it shines, it draws people in.

Conclusion: Back to Basics—Then Add AI

Before exploring predictive hiring or generative AI, companies must first master the fundamentals: providing fast responses, maintaining simple processes, and ensuring transparent communication.

Only once those are in place does AI become the powerful accelerator it’s hyped to be.

The reality is that 9 out of 10 companies aren’t there yet.

Fix the basics now. Take one step this week to improve speed, clarity, and candidate experience. Start building a foundation for stronger results.