
In an era where artificial intelligence is rapidly reshaping hiring processes – from resume screening to interview scheduling – it’s easy to believe that the human element in recruitment is becoming obsolete. But after over 40 years in the recruiting industry, I can say with confidence: the personal touch still matters. In fact, in some cases, it makes all the difference.
Two weeks ago I was given a mandate to fill a critical middle management role. It was a nuanced position – one that demanded not only technical expertise but also strong interpersonal skills, alignment with company culture, and the ability to lead through ambiguity. Rather than flooding job boards with adverts and letting algorithms and recruitment software filter hundreds of applicants, I turned to my network.
I made personal calls. I reconnected with former candidates, colleagues, and trusted contacts. I shared the vision for the role, listened to insights, and asked for recommendations. The result? Within two days, I had 20 solid referrals.
Every candidate received tailored communication and was updated throughout the process. That’s something AI simply can’t replicate.
Here’s why that personal touch still has a competitive edge:
- Context Over Keywords
AI tends to match based on keywords and patterns. But when you’ve been recruiting for decades, you know that the best candidates often don’t look perfect on paper. They might be in an adjacent industry or have taken a non-linear path. A trusted referral provides the context AI can’t often parse
- Trust in the Process
When someone recommends a candidate personally, there’s built-in credibility. It’s not just a resume; it’s a relationship. That lowers risk and shortens the decision-making cycle. Hiring managers & HR professionals listen differently when a candidate comes with a trusted endorsement.
- Cultural Fit Is Still Human
Culture fit can’t be scored by an algorithm – at least not reliably. The subtleties of tone, motivation, values, and chemistry are best understood through human interaction. When someone in your network says, “You’d really get along with this person,” that insight is gold.
- Speed and Precision
AI can sort thousands of applicants – but do you need thousands? I shortlisted from 20 down to a long list of 10 that I personally interviewed. Because I didn’t spend time weeding through mismatched applicants, I was able to move faster, more confidently and provide a better candidate experience.
- Relationships Outlast Technology
AI will continue to evolve, and there’s no denying its value in scaling early-stage hiring or managing volume. But relationships are enduring. My ability to reach out and get thoughtful recommendations stems from decades of investing in people, not platforms. More than anything the feedback on my service from the candidates was motivating. Sadly, too often their CV is rejected within 4 mins of applying and another “thanks but no thanks email arrives in their inbox”
Conclusion: AI Is a Tool – Not a Replacement
AI has its place in modern recruitment, especially at scale. But it doesn’t replace the power of a well-cultivated network, a keen understanding of people, or the nuance of a personal recommendation. In many ways, the personal touch is not competing with AI – it’s complementing it, filling in the gaps where algorithms fall short.
For roles that demand more than just a checklist of skills – where leadership, trust, and culture matter – the human touch still gives recruiters a distinct edge. In my opinion, as long as people hire people, that won’t change anytime soon.