I’ve spent my career helping companies hire smarter — and if there’s one thing I’ve learned, it’s that the best hiring strategies combine people, process and now… artificial intelligence (AI).
In today’s talent market, Utah businesses can’t afford to ignore the tools reshaping how we find, screen and connect with top talent.
AI isn’t a future tool. Many companies are already using it to streamline candidate sourcing, reduce unconscious bias and improve the overall hiring experience. While it won’t replace the need for human connection in recruiting, it can take much of the guesswork and grunt work out of the process.
Here’s how AI is quietly, but powerfully, reshaping how organizations find and engage top talent — and what leaders should know to stay ahead of the curve.
1. Smarter sourcing, faster screening
AI-powered tools can comb through vast databases, online profiles and resumes at lightning speed, surfacing candidates whose qualifications closely match open roles. By automating this stage, recruiters can focus more of their time on relationship-building and less on resume reviewing.
One HR leader I spoke with recently shared how AI made a meaningful difference in their hiring process. Faced with 400 applicants for a single role, their team simply didn’t have the time to manually review each resume. A highly qualified candidate was nearly overlooked — his application came in early and was quickly buried under hundreds of others. Fortunately, AI flagged this applicant as a strong fit for the role. This helped the team to uncover talent they might have otherwise missed — a clear example of how AI can elevate human decision making, not replace it.
Resume-screening algorithms can flag relevant experience, skill sets and even career trajectories, helping teams to avoid missing strong candidates due to unconscious bias or outdated keyword-matching tactics.
2. Enhancing the candidate experience
Job seekers are also benefiting from AI’s growing presence. AI-enabled chatbots, for example, can provide real-time responses to questions, schedule interviews and even guide applicants through the hiring process — offering timely, helpful information that reflects well on the employer.
What’s more, some platforms use behavioral insights to personalize communication with candidates. Tailored updates and reminders help applicants feel more engaged, even when interacting with automated systems.
Here is what I tell leaders all the time: Use AI to save time for your team, but never use it to replace human touchpoints that create trust. Candidates still want to feel seen, even in automated flows.
3. Data-driven assessments
Skill assessments powered by AI — like coding challenges, language tests or simulations — allow for objective comparisons between applicants. Some systems even analyze video interviews, offering data on tone, language use and other soft indicators that might be difficult to assess at scale.
While these tools can’t replace human judgment, they can surface patterns and insights that inform more thoughtful decision making.
The best recruiters will use AI to validate their gut not to override it. It’s a second opinion not a substitute.
4. Predicting what fits and reducing turnover
One of AI’s most promising uses in recruiting is predictive analytics. By analyzing past hiring and performance data, AI can help estimate which candidates are most likely to succeed in a given role or environment.
For example, algorithms may evaluate personality traits, soft skills or cultural alignment to forecast retention rates, helping reduce costly turnover and improve hiring outcomes over time.
5. Supporting diversity and inclusion
When used thoughtfully, AI can also help create more equitable hiring processes. By focusing on skills rather than demographic cues, AI-based screening tools may reduce unconscious bias in the early stages of hiring.
Additionally, some platforms are designed to identify talent from underrepresented groups or tap into nontraditional candidate pools, expanding access to a broader range of qualified applicants.
Of course, AI is only as fair as the data it’s trained on. Business leaders must remain vigilant and intentional in how they deploy these tools — bias out, opportunity in.
6. Personalizing onboarding experiences
The benefits of AI don’t stop once a candidate is hired. Some organizations are using it to tailor onboarding processes by recommending training modules, resources or mentoring programs based on individual needs and learning styles. When done right, this level of personalization can boost engagement and accelerate productivity.
A great hire can stumble without the right onboarding. When leveraged properly, AI can turn the first 90 days into a runway not a roadblock.
Striking the right balance
While AI can dramatically improve efficiency and consistency in hiring, it’s not a replacement for human empathy, intuition or connection. Successful recruiting still relies on conversations, gut instincts and the ability to see potential where algorithms may not.
AI doesn’t remove the need for great recruiters; it removes the noise so they can focus on what matters — people.
For Utah businesses navigating talent shortages or rapid growth, AI offers a powerful assist. But the most effective strategies will be those that blend innovation with humanity by leveraging data to make better decisions without losing the people-first approach that defines great hiring.
The real question is this: Will you lead the shift or get left behind? It is up to you.
