How the ‘Battle of the Bots’ is reshaping recruitment

Here’s a question we never thought we’d ask: Are there many humans left in recruitment? 

With AI bots writing CVs, cover letters and job ads, auto-submitting for open roles, screening candidate applications, and even conducting interviews, it seems like these days it’s just bots hiring bots – without much human intervention. 

But this raises an even more important question … in the race for greater efficiency, are we losing what’s special about recruitment? 

Today, it’s time to dive into the ‘Battle of the Bots’ and learn what’s going on, and what needs to happen next. 

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How AI has taken over recruitment

Artificially intelligent tools are reshaping recruitment. These systems are designed to streamline repetitive tasks, parse huge amounts of data in the blink of an eye, present intelligent insights and assist in the creative process, making them almost tailor-made for talent acquisition. 

In fact, according to the World Economic Forum, about 88% of companies are using some form of AI for initial candidate screening alone. On top of that, two additional surveys (Canva and Resume Builder) found a raft of insights showing how extensively AI is used throughout the hiring process: 

• 90% of hiring managers use AI to summarise CVs, write job ads and brainstorm interview questions. 
• 10% currently use AI to interview candidates, and 43% will be using it within 12 months.  
• 15% use AI to make the final decision on candidates (85% use AI to make recommendations, though a human still makes the decision). 

Basically, there is no one part of the recruitment process affected by AI – it’s the entire thing. Users say that AI makes them more efficient, improves their communication with candidates and reduces unconscious hiring bias, all big wins for better recruitment. 

Candidates are using it too – how many AI applicants are you getting?

Chances are, quite a few of your job applicants are using AI as well. In fact, according to Canva’s survey above, 37% of candidates use AI tools to prepare for job interviews and research a company.  

In fact, it’s such a common concern that even the Australian government has put out guidance on how to spot AI applicants. 

How do candidates use AI?

1. To write perfect CVs and covering letters 
2. To research companies 
3. To research hiring managers or other employees 
4. To write thank you notes post-interview 

Many even use AI to auto-apply for jobs – potentially thousands of jobs at a time (in fact, at time of writing, Italian AI agent Laboro just went viral for do exactly this). 

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So is this a problem? The limitations of AI in recruitment

AI can massively improve efficiency, but it does have its limitations – and it’s within these limitations where the ‘Battle of the Bots’ can become a problem. 

For example… 

1. It lacks nuance. AI can only do what it’s told, so it often overlooks critical factors that make for a successful hire – such as soft skills, work ethic, culture fit, transferable skills and human potential. 
   1. In fact: 88% of employers told Harvard Business School that qualified, high-skill candidates were being vetted out of their process because they didn’t match the exact criteria established by the job description. 
2. It can introduce its own bias. AI has no bias of its own, but AI users can inadvertently introduce their biases when setting up search criteria – which will then be followed to the letter by the system. 
   1. In fact: Due to the strictness of AI candidate screening systems, tech journalist and author Hilke Schellmann said that the biggest risk of robots is not taking workers’ positions, but “preventing them from getting a role at all” (BBC). 
3. It can create impersonal experiences. The human touch is extremely important in hiring – after all, humans like to interact with humans. Candidates who never meet a person can come away feeling that the process was impersonal and unpleasant. 

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Real Stories from the Frontline of the ‘Battle of the Bots’

Earlier this year, global cybersecurity company KnowBe4 experienced what might be the most telling example yet of the “Battle of the Bots.” 

They posted a job for a software engineer and, following all the usual protocols (video interviews, background checks, reference verification) they hired a seemingly qualified candidate. But something was off. 

The moment the employee’s work-issued laptop was activated, malware was triggered. It turned out the hire was a fake: a North Korean actor using a stolen identity, AI-enhanced profile images and a convincing digital footprint to infiltrate the company.  

The incident highlighted a huge problem: 

AI is not just being used by employers to improve recruitment. It’s also being used by corrupt “candidates” to exploit and manipulate it. 

This wasn’t just a glitch. It was a wake-up call about how recruitment tech can be weaponised when left unchecked. 

Why It Matters 

This case is the perfect example of bots on both sides of the battlefield:

• Candidates using AI to build perfect (yet potentially inauthentic or misleading) profiles
• Employers using AI to streamline hiring, sometimes at the expense of proper scrutiny 

And it raises a critical question:
Are we building recruitment systems so focused on speed and scale that we’re overlooking safety, integrity and human connection? 

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Finding balance between AI tools and the human touch

You absolutely shouldn’t be afraid to adopt AI in your hiring process. For all the limitations, the enormous potential benefits make these systems well worth the time spent experimenting and optimising. 

Getting it ‘right’ is all about finding the balance between AI efficiency and the human touch. This is especially true in people-first communities like the Northern Beaches, where human connection and cultural fit are highly valued. 

Tips for finding balance with bots

1. Clearly define the role of AI in your hiring process – write a job description for your tools! 
2. Be transparent with candidates. Make it clear how and why you use AI, so it comes as no surprise. 
3. Ask candidates to be transparent with you. If you’re concerned about AI, ask candidates to disclose its use during their application. 
4. Add a human connection at critical touchpoints. Interviews and big decisions in particular should usually be conducted by a person. 
5. Audit your AI’s decisions. Check its shortlists and look over its interactions with candidates. This will help you to spot biases in the algorithm and optimise over time. 
6. Give candidates the means to escalate. Offering a way for candidates to contact a real person can help to smooth out the process, in the event of any hiccups in the system. 

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Need help hiring? Talk to the (human) experts

If you’re struggling to find the right balance between your schedule, the needs of your candidates and the limitations of your tools, it’s time to get help. 

Here at mme, we know how to find the best talent on the Northern Beaches – and candidates love our experience. That’s why 63% of people who find their job through our friendly team stay in their role for more than five years. We go the extra mile to ensure a great hiring journey, and there are no greater experts in finding that perfect job, boss and culture fit. 

Learn more about how we help Northern Beaches employers, or get in touch to start the conversation.