Humanizing AI in Hiring

Claire Monroe

Hey everyone—welcome back to The Science of Leading. I’m Claire Monroe, and yep, Edwin Carrington’s here too—our resident voice of reason. Edwin, today we’re talking about something that’s... honestly kind of exciting but also kinda nerve-wracking for a lot of hiring managers: AI in hiring.

Edwin Carrington

Good to be here, Claire. And you’re right—there’s a lot of energy around it, but also a lot of unease. I keep hearing this quiet fear: “If we bring AI into hiring... are we losing something human in the process?” That word comes up a lot—dehumanization.

Claire Monroe

Totally. And it’s not just paranoia. I saw a stat recently—something like 40% of HR leaders say they don’t even really get how AI works. And the ones who do understand it? They’re still worried. Like—what if the system filters out the good candidates just because they don’t check the “right” boxes on paper? Suddenly it’s like… humans become data points.

Edwin Carrington

And unfortunately, that’s not an imaginary risk. Machines can process faster than any of us. AI tools can auto-screen resumes, schedule interviews, even score responses. But I remember this case—early 2000s maybe—a big firm rolled out an algorithm to predict “culture fit.” One incredible candidate with a really non-traditional background got flagged as a mismatch and dropped. But the hiring manager actually stepped in, reviewed it personally—and guess what? That person ended up being one of the best hires they made that year.

Claire Monroe

That gives me chills. It’s like… AI almost blocked someone who should have made it through. And it reminds me of what platforms like CodeSignal are doing now—where they use AI to test people on the actual work, not just surface stuff like keywords or formatting. But even then, it’s not just about the scores. Someone still needs to interpret the results, adjust for context, catch the edge cases.

Edwin Carrington

Exactly. AI works best as a partner—not a gatekeeper. Let it filter, sort, highlight—but don’t let it decide alone. If your algorithm is trained on flawed or outdated data, you’re just scaling old bias. The real value is when AI does the heavy lifting, and humans still shape the final call with critical thinking.

Claire Monroe

That’s the part a lot of people skip. They think: “Cool, the machine will find me the top three.” But the top three based on what? Because honestly, efficiency is great—but if you miss the person behind the data, what’s the point?

Edwin Carrington

Exactly. You want fast? Use AI. You want trust, alignment, culture fit—that still takes people. The best HR leaders I’ve seen all do one thing: they automate the admin, and protect the relationship. Screening, scheduling, email templates? Sure, give it to tech. But the moment someone hits the shortlist? That’s when a human steps in.

Claire Monroe

And even a tiny human moment goes so far. I saw this company where recruiters sent quick video messages—just 20 seconds—thanking candidates personally. Or offered virtual coffee chats with the team. Some even gave thoughtful feedback to people they didn’t hire. Like—how rare is that? But man, it makes people feel seen.

Edwin Carrington

It does. I worked with a company that mapped the whole candidate journey and built in these “human checkpoints.” Even though most of the logistics were automated, they always had a person jump in at key points—welcome calls, real-time updates, short feedback huddles. Their candidate ratings? Off the charts.

Claire Monroe

And meanwhile, you still hear candidates say the same thing: “I felt like a number.” That black-hole vibe—send your application in, never hear back, just... vanish into the system. So if we’re serious about fixing that, Edwin—where do we start inserting those human touchpoints?

Edwin Carrington

Start by anchoring them at the most emotional moments. First outreach—make it real. After an assessment—share thoughts, not just scores. Before an offer—bring in the team. Even if AI sets the rhythm, the melody has to be human. And when you invite someone to a conversation, that invite should come from someone who means it.

Claire Monroe

Ugh, yes. One panel I listened to had this great line: “Technology should scale intention, not just output.” So like—use the data, but still show candidates they’re more than a set of metrics. Mention their project. Reference something unique. Even offer up resources—like interview prep or skill tips—before they ask.

Edwin Carrington

It’s those thoughtful signals that shift perception. You’re not just a company using tech—you’re a company that cares. And when you use AI the right way, it’s not just about faster hiring. It’s about better hiring. Smarter, fairer, more intentional.

Claire Monroe

Okay, let’s zoom out. If we’ve automated the boring stuff, and we’ve protected the human stuff… what’s the next level? Like—how do leaders use AI strategically, beyond just saving time?

Edwin Carrington

Think of AI as an early-warning system for your hiring process. It can highlight where people are dropping off, where bottlenecks are forming, even where certain criteria might be unintentionally weeding out diverse talent. Some companies are using it to forecast talent needs based on upcoming market shifts. One study from McKinsey showed firms using AI like this boosted their hiring efficiency by 80%. That’s not just time—they gained agility.

Claire Monroe

Wow. And yeah—I’ve seen recruiters using AI to surface candidates from totally different industries or backgrounds. People they never would’ve considered with a manual search. But that means the recruiter’s job is changing too, right? They’re not just pushing paper anymore. They’re… kind of like brand ambassadors now.

Edwin Carrington

Exactly. They’re representing culture. Values. Purpose. I worked with a team where AI ranked one candidate highest—but the recruiter noticed a few small things in conversation, emotional cues, alignment with the team vibe—and advocated for someone else. That person ended up thriving in the role. So, yes—trust the data. But listen for the story between the lines.

Claire Monroe

That’s the magic, right? AI gives you the map—but humans decide the journey. And when you get it right? You don’t just hire faster—you hire better.

Edwin Carrington

Beautifully said. And if anyone listening is wondering, “Okay—but how do we do this?”—you can test OAD’s behavioral tools for free at O-A-D dot A-I. It’s a great way to build smarter hiring processes and protect the human element.

Claire Monroe

Definitely worth a look. And thanks again for all your wisdom, Edwin. I always leave these chats with like... five new ideas and a better mood.

Edwin Carrington

Likewise, Claire. And thanks to everyone listening—we’ll see you next time on The Science of Leading.

Claire Monroe

Bye everyone—take care!