AI in recruitment – losing HR’s essence to speed?

The concept of artificial intelligence (AI) is no longer unfamiliar in any industry.

In recent years, most companies have been exploring ways to integrate AI tools into their daily operations—with the aim of speeding up and improving processes, reducing the risk of errors, or even fully replacing workers in simpler roles.

Although somewhat less intense, the same trend is emerging in human resources, particularly in recruitment, where the focus is primarily on saving time and making the hiring process more efficient. 

The use of AI tools in the HR industry

Conducted by the Manpower SEE group, a regional survey on recruitment trends in 2025 revealed some very interesting insights on this topic.

Only 21.5% of the more than 1,100 surveyed employers across Slovenia, Croatia, Hungary, Serbia, Bulgaria, and Bosnia & Herzegovina stated that they regularly use artificial intelligence in their hiring processes. (Source: Recruitment Trends Report, Manpower SEE)

AI tools are most often used to support the creation of job ads—particularly translations into English—less frequently for CV prescreening and preselection, and very rarely for automated communication with candidates.

From these findings, it’s clear that HR professionals approach the automation of hiring processes with a certain degree of caution.

What are the reasons behind this?

21.5% of more than 1,100 surveyed employers across Slovenia, Croatia, Hungary, Serbia, Bulgaria, and Bosnia & Herzegovina stated that they regularly use AI in their hiring processes.

Can AI identify the right candidate for the team?

Experts with many years of experience in recruitment and hiring agree that the most important factor in making a hiring decision is whether the candidate—potentially a new employee—fits into the team and the company culture.

It appears that employers are often willing to offer a higher salary to a candidate who is a strong character fit, compared to one with slightly greater expertise but who does not align in behavior, mindset, or work habits.

Our recruitment consultants can also confirm this, based on their long-standing collaborations with clients and their role in mediating relationships with candidates.

From this perspective, the question arises – will AI tools ever be able to assess which candidate fits a company’s culture?

Will a digital tool ever be able to talk to candidates and evaluate their reactions, habits, attitudes, and aspirations?

Through our daily communication with candidates, we’ve gained the insight that even very strong candidate profiles tend to drop out of selection processes that, in the early stages, involve some form of AI assessment.

When asked what discourages them from continuing the procedure—even when the employer is highly reputable—the most common answer is that they feel uncomfortable, alienated, and demotivated. 

They do not want to work for a company that lacks, or chooses not to use, actual human resources to conduct job interviews, testing, negotiations, and similar steps.

Despite the strong digitalization of business processes in all areas—and even the fact that some companies are establishing entire departments for digital transformation—recruitment and hiring should remain in the hands of PEOPLE: experts who can bring a human touch to selection processes and, in doing so, attract top talent to their companies.

“They are not human resources, they are resourceful humans,” stated Dr. Venkat Kumaresan, a well-known author and motivational speaker specializing in industrial psychology and workplace management.

That statement will certainly carry even greater social and business weight in the future.

Take a look at the plans of Croatian employers for H2 2025 – and download your free report “Salary and Employment Trends Report” (SATR H2 2025) at the link: https://www.istrazivanje-manpower.com/

If you are looking for recruitment or salary research services, contact us at [email protected]