AI in Recruitment Statistics: Adoption, Experience & Outcomes

of recruiting professionals said they were already using generative AI in their work in 2024.

of recruiting professionals said they were experimenting with or actively using generative AI in 2024.

of recruiting professionals said they were using AI to write job descriptions in 2024.

of companies said they expected AI to become a standard part of recruiting workflows within five years.

of talent-acquisition professionals said artificial intelligence would have a positive impact on recruiting in the next five years.

of employers said they were using or planning to use artificial intelligence to improve talent acquisition and workforce planning.

of HR leaders said they had explored or implemented AI in their organizations in 2024.

of job seekers said they believed AI would make it harder to stand out to employers.

of job seekers said they would be more likely to apply to a company that provided a personalized recruiting experience.

of candidates said they were uncomfortable with AI analyzing facial expressions or vocal characteristics in an interview.

of job seekers said they were comfortable with employers using AI to match them with suitable jobs.

of candidates said they wanted more transparency about how employers use AI during hiring.

of job seekers said artificial intelligence had made the job-search process feel less personal.

of candidates said they wanted an explanation when an automated system rejected their application.

of recruiters said AI helped reduce repetitive screening work.

of employers reported using artificial intelligence to analyze resumes or applications.

of recruiters said AI could improve the matching of candidates to open roles.

of hiring professionals said AI-assisted screening helped them identify qualified candidates they might otherwise have missed.

of recruiters said they used AI to recommend interview questions or assessments.

of employers reported using applicant tracking systems to automate resume collection and application management.

of employers using automated employment decision tools must provide required notices under New York City's Local Law 144 when the law applies.

6 months is the minimum notice period required before using an automated employment decision tool under New York City's Local Law 144.

1 year is the maximum interval between bias audits for an automated employment decision tool under New York City's Local Law 144.

of employment-related AI systems classified as high-risk under the EU AI Act must meet requirements covering risk management, data governance, logging, transparency, and human oversight.

of employers said they had conducted a documented bias or fairness review of an AI recruiting tool before deployment.

of Americans said artificial intelligence would not be better than humans at deciding which job candidates should be hired.

of U.S. adults said they were concerned that artificial intelligence used in hiring would reinforce existing racial or gender bias.

of recruiting professionals said AI could help eliminate repetitive or administrative work.

of recruiters said AI reduced time-to-hire in their organizations.

of recruiters said AI reduced the time required to write job descriptions and outreach messages.

of recruiters said automation allowed them to spend more time on relationship-building with candidates and hiring managers.

of recruiters said automation increased recruiter productivity by allowing each recruiter to manage more requisitions.

of recruiting teams reported improving recruiter productivity after introducing artificial intelligence into sourcing, screening, or scheduling.