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AI in recruitment is often painted in extremes - either it’s replacing people, or it’s transforming everything overnight. The truth is more balanced. Used well, AI can quietly take away the admin that slows hiring down, make interviews fairer, and help you see more candidates clearly. The key is knowing how best to use AI in hiring without losing what matters most: human judgment, real conversations, and genuine connection.

AI is changing how we hire. For candidates, it means easier preparation, less stress, and more confidence. For employers, it means saving over 15 hours a week on admin, fairer shortlists, and clearer hiring decisions. This guide explores how best to use AI in hiring, and why Skillmint’s Screening and Copilot tools make the process sharper, faster, and more human.

This post talks about some of the things we do at Skillmint to avoid discrimination and bias when evaluating interviews. It should go without saying that this is fundamentally the right thing to do, it leads to better hiring and a fairer society. It is part of Skillmint's core mission and is a key determinant in how our systems are built. In the UK and EU, and most of the wider world it is also a legal requirement. In the UK through the Equality Act and in the EU through Council Directive...