What HR/TA Leaders Are Really Thinking About AI/Automation in Hiring

The conversation around AI/automation is no longer about "if" but "how" and "when." As we observed at the recently concluded HRTech Europe event, talent leaders are torn between efficiency and job security but overwhelmingly agree interview scheduling is one part of the hiring process that could benefit from AI/Automation. Overall, this exercise revealed nuanced perspectives, offering valuable insights into the challenges and opportunities facing talent teams in 2025. Let's explore these themes.

I know the importance of automation but my day is derailed because I end up spending so much time ticking the box on manual tasks. It's very difficult for people to change their behaviour and they are not used to exploring automation.

This TA leader's candid admission reflects the frustration of many professionals trapped in busy work that could be automated. Yet, they are held back by organizational habits and resistance to change. This keeps them struggling between administrative tasks (like scheduling interviews) and strategic work.

I just joined the company and literally the only person handling all of HR. Interview scheduling shouldn't be the only thing I spend my time on, so I'm slowly building a case for why we need to automate certain processes.

Where resources are limited, every investment faces scrutiny; for small teams and solo practitioners especially, the challenge often isn't implementing a new tool but convincing stakeholders of its necessity.

This highlights the importance of change management in introducing automation to your organization. Cronofy believes that automation should support your existing workflows, not seek to replace them.

Recruiters and HR professionals alike are people who still want to build and maintain relationships with candidates. It's no surprise that a recurring theme throughout this exercise was the desire to preserve meaningful human interactions while eliminating repetitive tasks with the use of AI/Automation. Recruitment leaders don't want to reject new technology but need some assurance new tools will enhance human capabilities.

Humans have no business scheduling interviews. Recruiters should see the people behind the CVs and focus on building relationships. Automation should just handle the scheduling piece.

Not all voters showed optimism about AI/Automation. Some - motivated by job security concerns - voted that recruiters should handle scheduling. This perhaps echoes the real anxiety around automation's impact in recruitment.

No doubt, teams will increasingly embrace AI/Automation into their hiring processes in 2025, but it's crucial to do it right. Here are five key insights to guide your approach:

1. Audit your current processes: There's no better time to review your existing workflows. Identify repetitive, manual tasks that drain your team's time and energy.
2. Focus on augmentation, not replacement: Whatever its promise, your new tool should meet your teams where they are and elevate their experience rather than forcing a steep learning curve.
3. Start with high-friction, low-value tasks: If - like interview scheduling - it's repetitive, somewhat predictable, and time-consuming, it probably needs automation.
4. Involve your recruiters in the process: Address concerns head-on by including your team in decisions about which processes to automate and how.
5. Measure what matters: Beyond time savings, track how new tools impact candidate experience and whether they accelerate hiring productivity.

The most successful organizations won't be those who blindly adopt every new technology, but those who thoughtfully integrate new tools where it truly adds value. The leaders behind this change will cut through the hype to focus on practical improvements that empower their people to do what humans do best.