Hiring managers and talent recruiters live and work in a world of templates, buzzing inboxes, auto-responses, and even calendars that populate themselves. In my work as a talent recruiter, serving clients and job candidates across multiple industries, I’ve learned that while technology can streamline many important functions, it doesn’t connect all the dots in the client or candidate experience, or a successful hiring process.  

Artificial intelligence (AI) can write and screen résumés, job descriptions, and interview questions, and although it’s easy to feel we’re moving forward and being efficient…relying too heavily on these recruitment tools comes at quite a cost.  

Using AI in talent acquisition may process information and data points with lightning speed – but AI can’t empathize. It’s not capable of giving others something to identify with or relate to on a personal or professional level. Why? Because it’s void of human experience and individual traits.

In talent acquisition, we must prioritize the timeless value of personalization over the assistance of AI and automation. The candidate experience and hiring success depend on it and so does maintaining a respected employer brand. 

Personalization is why AI won’t replace recruiters and hiring managers  

The foundation of my talent recruiting philosophy does not come from an algorithm, but from the amazing years I spent working with fine dining establishments and luxury hotels – environments in which personalization isn’t a bonus; it’s the expectation.  

The same is true in talent acquisition! As recruiters and hiring managers, our humanity and professional characteristics are the crowning jewels in our interactions with job candidates and clients.  

I’ve learned in recruiting that the spirit of working in hospitality never went away. Having been in the business of anticipating needs and creating memorable experiences, we never forget what it feels like to make that difference, connect with guests, and make all the difference in their trip or dining experience.  

That’s exactly what talent recruiting (when done right) should offer every job candidate and client during the recruitment process. 

Hospitality plays a defining role  

Think of it this way. In talent acquisition, we invite people into our professional homes. Hospitality means treating them with respect, making them feel welcome, and that their time and interest are appreciated – regardless of whether they are hired. How is that accomplished? In the hospitality industry, professionals are taught to read the room before guests speak, to make eye contact, recognize hesitation before a complaint, remember a name, discover a preference, or hear a story.  

That level of care doesn’t come from a checklist, and it certainly doesn’t come from AI. It comes from intuition, or in some cases, a repeat guest (or job candidate). In any scenario, the common denominators for recruiters and hiring managers are:

• Listening
• Putting ourselves in someone else’s shoes
• Genuine human interaction

These days, even though my professional landscape is different, it is just as important that I bring that same standard of care and hospitality to every job candidate and client with whom I interact. Here’s why…

• Careers are emotional.
• The hiring process is emotional.
• It’s not just about skills and qualifications. It’s about fit, values, timing, and trust.

And no amount or type of automation can truly decode that.  

Concentrate on the individual, the open role, and team fit

A résumé may show me what a job seeker has accomplished, but a conversation tells me who they are. Likewise, a job description may outline responsibilities for a role, but it takes experience to discern the kind of personality and work ethic that will thrive in the role and function well on a particular team.  

These nuances make hiring decisions much easier. They are not parsed by software, but rather by empathy and presence. When I speak with a candidate, I listen not just for what they want, but why they want it. When I consult with a client, I look past the title of an open job to understand the team culture, leadership style, and long-term goals.

It’s all about client and candidate engagement, discovery, and relationship building. 

These insights don’t show up in a job board post, but they’re often the make-or-break factors behind a successful talent match for both parties. And just like in the hospitality industry, it’s the little things that people remember: A recruiter or hiring manager who follows up with job candidates. Who checks in after multiple days between interviews. Who says, “This might not be the ideal role for you,” even if it means a deal lost. Long-term trust always beats short-term wins. 

The wise way to embrace automation and AI-assisted hiring   

AI-powered assistance has its place in helping us move faster, but no matter how sophisticated the AI tools may be, the heart of talent recruiting should always be human.

A great hire changes a business.

A great job changes a life.

That kind of impact deserves more than speed. It deserves care. Intuition. Listening. And a level of personalized service that only a recruiter or hiring manager can deliver – one who believes in and values hospitality in the recruiting process for everyone involved.  

As one of my mentors in hospitality once told me, “At the end of the day, no matter how fast the world spins, people only remember how you made them feel!”  

That outcome is not data-driven. No machine or automated recruitment tool can replicate it. During the recruitment process, positive candidate experiences and client experiences require that humanity and hospitality are the strongest components in our recruitment strategies and toolboxes. 

Recruit top talent through personalized experiences  

If you are a business owner or manager with specific staffing needs, or a job seeker ready to find your next home, I am here to support your mission and goals. Please reach out to me directly and feel free to connect with me on LinkedIn. I am a senior recruiting partner with Goodwin Recruiting, a leading nationwide firm that is consistently ranked as a Forbes Best Recruitment company.