IT Search’s David Shanahan explores how modern technologies are affecting the traditional recruitment process.

Artificial intelligence has impacted almost every job known to man – not just in how the work is engaged with and carried out, but even in how roles are discovered and applied for in the first place. And it isn’t just employees or applicants using AI shortcuts; employers, too, are frequently turning to advanced tech to ease a heavy workload. 

“AI is now being used across every stage of the recruitment process”, explained David Shanahan, a director at Irish recruitment agency IT Search, which is a member of the Vertical Markets Group.

“Candidates are using it to tailor CVs, create cover letters, prepare for interviews and process job applications at scale. Employers are using AI to write job descriptions, support sourcing outreach, and screen and rank applications.”

Shanahan finds that currently, he is hearing more negatives than positives about the use of AI in the recruitment process, from clients and candidates, but thinks it is important to remember that “AI is simply a tool”.

He said: “When used correctly, it can improve productivity, reduce administration and help both candidates and employers. Used poorly, it can create more noise, more applications and make it harder to assess genuine capability. The issue is not the technology itself but how it is used.”

Noting AI’s value in research, for summarising information, administrative tasks and data analysis, for Shanahan the goal should be ensuring AI supports decision-making rather than replacing it. This is possible, in his view, when employers establish clear guidelines around acceptable use, maintain human oversight and review outputs for accuracy and bias.

“Transparency is essential. If employers are using AI for candidate screening, assessments or interview tools, candidates should be informed. Equally, candidates should feel comfortable raising concerns if they believe AI is having a negative impact on the process. 

“Clear expectations create trust and help ensure everyone understands how decisions are being made.”

As with any technology that moves from experimentation to mass implementation and popularity, there are going to be right and wrong ways of engaging. For Shanahan, the issue is not solely the use of AI by candidates during the application process – rather, it is when AI masks a candidate’s true level of knowledge, judgement or experience. 

He explained: “There is nothing necessarily wrong with candidates using AI; the issue is when it ends up misrepresenting their experience. Employers should focus less on whether AI was used and more on how candidates approach problem-solving, judgement and how this experience can be used in real-world environments.”

He has also noticed the increased use of AI tools by applicants in live interviews, which for hiring managers is becoming more and more frustrating. Products such as Cluely, LockedIn AI and InterviewCoder can analyse questions in real time and provide responses during the interview.

This is one reason why Shanahan is of the opinion that face-to-face interviews will always be preferable to remote alternatives, but he offered advice on how interview processes can be adapted to this new reality. 

“Rather than attempting to eliminate AI altogether, consider introducing a clear AI transparency policy that details whether AI is permitted during assessments, whether AI can be used for interview preparation, whether AI assistance during live interviews is prohibited, and how authenticity and individual capability will be assessed,” he said. 

For an employer or recruiter, one of the simplest measures would be to move away from questions based on a single ‘correct’ answer and instead focus on areas and topics that require real judgement and critical thinking.  

“Rather than relying solely on question-and-answer interviews, ask candidates to solve problems in real time. People who genuinely understand a subject can explain their thinking, adapt when new information is introduced and justify their decisions.”

Concerned employers can also ask remote interview candidates to share their entire desktop rather than a single application or browser window, as many AI interview products are browser extensions, overlays or separate desktop applications.

Ultimately, it is often about finding a balance between embracing new technologies and respecting the processes and people that are already in place.

“The real objective is to design hiring processes that consistently reveal a person’s genuine capability, regardless of whether AI is used. Recruitment is ultimately about people, judgement and relationships,” said Shanahan.

“The organisations that gain the greatest advantage from AI will be those that successfully combine technology with human insight.”

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