We don’t use AI to recruit: Why that matters more than ever
AI and automation has rapidly embedded itself into society from global conglomerates to personal use, and the recruitment industry has been no exception to the takeover. From CV screening and chatbot interviews to automated shortlisting, AI promises speed, scalability and efficiency. But recent research suggests something important - faster doesn’t always mean better (source: cv-library.co.uk).
At ARU Temps, we’ve been having more conversations recently with both clients and candidates, about whether we use AI to make hiring decisions. The short answer is clear:
💙We do not use AI at any stage of our recruitment process.
💙Every CV is reviewed by a person.
💙Every shortlist is built using human judgement.
And evidence suggests that this human‑led approach is not only reassuring, it’s more effective.
The growing problem with AI‑led hiring
While employers adopt AI to improve efficiency, many recruiters now believe it may actually be screening out the very candidates they want to hire. Key findings from CV‑Library’s 2026 AI in Recruitment Survey include:
- 83% of recruiters use AI to speed up recruitment
- Yet 35% admit they are missing out on top talent
- 27% say strong candidates are filtered out before interview
- Only 36% believe AI genuinely improves hiring speed in practice
The issue isn’t AI itself, it’s over‑reliance on automated screening for decisions that require context and professional human judgement. AI is particularly weak at assessing:
- Transferable skills
- Career breaks or indirect career paths
- Cultural fit
- Potential (rather than perfect keyword alignment)
Why it matters to EMPLOYERS
AI screening carries an evidenced risk of missing your best candidates, especially those with unconventional backgrounds or broader experience. This is because, when CVs are filtered by algorithms strong candidates may never be seen and shortlists can become narrow and standardised because decisions favour keywords over capability.
At ARU Temps, our approach is deliberately traditional. Human shortlisting means:
- Specialist judgement from experienced recruiters
- Contextual understanding of CVs, not just keyword matching
- Fair consideration of varied career paths and/or breaks
- Shortlists built on suitability not software logic
The ARU Temps edge – as specialist resourcers of student and graduate talent, our recruiters routinely look beyond a less‑than‑perfect CV, taking the time to speak with candidates, ask probing questions and build a fuller picture of their capability and potential.
Why it matters to CANDIDATES
Our candidates are increasingly anxious about AI‑led recruitment and it’s potential to negatively affect their progress through a recruitment process. That concern is echoed amongst the wider job applicant community, according to the research:
- 75% of candidates believe AI is used to screen CVs
- 53% think they’ve been rejected by AI without human review
- 28% are less likely to apply for roles where AI is involved
- 40% say they have abandoned or considered abandoning applications due to AI screening
For many candidates, the process feels impersonal and discouraging. One jobseeker described AI‑led interviews as “deeply alienating - there’s no feedback, no interaction, no sense of being seen.” (source: minutehack.com)
At ARU Temps, we believe recruitment is fundamentally about people. That’s why:
✅Every CV is read by a recruiter
✅No candidate is rejected by an algorithm
✅No AI is used in shortlisting, screening or decision‑making
✅Assessment is not only based on what’s written in the CV, but on wider potential – our recruiters actively engage with candidates to uncover skills, experience and capability that may not be immediately visible on paper
This approach supports fairness, trust and inclusion - values increasingly recognised as essential by regulators and industry bodies. The UK Information Commissioner’s Office (ICO) has warned that AI recruitment tools can unintentionally introduce bias, lack transparency and process data unlawfully if not carefully controlled. (source: ico.org.uk)
Why it matters NOW MORE THAN EVER
In a market where candidates and applications are plentiful but trust is fragile, recruitment quality depends on human connection, professional insight and accountability.
Employers and recruiters need confidence that good candidates won’t be filtered out and that the process is fair and reflective or their organisational values.
Candidates need reassurance that their applications are genuinely reviewed by a real person, their unique experience and potential matter and that they are more than keywords or algorithms.
The human difference
AI may support administration in some industries but at ARU Temps we believe judgement, empathy and expertise should never be automated away. Whether you’re an organisation seeking reliable talent, or a candidate looking for fair and transparent recruitment, our promise is simple...
When you work with ARU Temps, people (not algorithms) make the decisions.
Useful resources:
Research article: cv-library.co.uk
Article: theglobalrecruiter.com
Article: minutehack.com
Article: globallegalinsights.com