In a world where most companies use automation in recruitment, hiring is changing fast. Technology promises efficiency and objectivity — but it can quietly remove the most valuable part of recruitment: the human story that turns profiles into people.
At Finders, we see every day how the right story can change a hiring outcome. When we represent a candidate, we don’t just forward a CV, we add context and narrative. We explain the why behind a career change, the potential behind a non-traditional path, and the person behind the profile. These are often the elements that technology misses, where employers risk overlooking their best hires.
The problem: efficiency can come at a human cost
Automation saves time and reduces manual screening. But when it becomes the default gatekeeper, nuance and empathy often disappear.
Research shows the risks. AI résumé screeners show bias in many cases, favouring familiar names and backgrounds. Automated systems also tend to shortlist AI-generated CVs over human ones. Beyond bias, the candidate experience suffers. Many job seekers hesitate to apply to companies that rely heavily on automation. Sending an application into a “black box” and never hearing back erodes trust and employer brand.
As the World Economic Forum notes*: “AI can help recruiters, but empathy, intuition, and human oversight remain irreplaceable.”
Humanizing hiring in practice
Humanizing doesn’t mean rejecting technology. It means balancing speed with empathy, making sure someone reads between the lines at key moments.
Here are some practical ways for HR and TA specialists to make that happen:
- Give candidates a voice beyond the CV
Allow them to explain a pivot, a career break, or what motivates them. Humans read stories; algorithms read patterns. - Keep human oversight
Use automation to flag, not decide. Recruiters reviewing outliers often find hidden gems. - Write job descriptions for people
Focus on outcomes and growth, not rigid checklists. Inclusive, conversational language attracts a broader pool. - Provide feedback and be transparent
Small gestures – a note or update – can turn rejection into respect. Communicate openly if automation is used.
The Head-hunter’s perspective
Head-hunters already help re-humanize hiring. We read applications for meaning, not just matches. We notice adaptability behind a career change, leadership in a volunteer role, or resilience in freelancing.
When we present candidates, we add context and narrative notes highlighting subtleties that help employers make informed decisions. I’ve seen it countless times: a candidate applies directly, hears nothing, and assumes they weren’t right. Later, we spot what was missed and resubmit it — and suddenly, the hiring manager says, “They’re perfect.” Even great technology can overlook great people. That’s why, at Finders, our Consultants combine data-driven tools with human intuition – ensuring that no story, and no potential, goes unseen.
Humanized hiring benefits everyone
The best hiring happens when people and technology work together. Tools can highlight skills and flag patterns, but it’s humans who see the story behind the experience – the qualities that turn a résumé into a real person.
Companies that get this right stand out. They hire better and build reputations as employers who see people, not just paperwork.
Ask yourself: where do we lose the human touch? Could a small change – a narrative box, a human review, a note of feedback – make a big difference? Are we treating candidates the way we’d want to be treated?
Final thought
Hiring isn’t humans versus machines – it’s about using both wisely. The companies that succeed are the ones that never lose sight of people in the process. Even if you’re already applying some of these ideas, a fresh look might reveal ways to make your process even more human.
At Finders, we believe great hiring starts with understanding — because behind every successful placement, there’s always a story worth hearing.
*Sources: World Economic Forum; ResearchGate 2024–2025 studies on bias in hiring; arXiv preprints on résumé screening; Boterview AI recruitment statistics 2025.
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