Catfished by AI: why the human touch still wins in recruitment

Recruitment in the age of AI brings with it a modern dilemma. While chatbots and algorithms make assessing CVs and crafting cover letters faster than ever, they cannot replicate the one thing that truly matters: the human touch.

Many candidates, particularly those job hunting for long periods, face the demoralising experience of applying for roles they appear perfect for, only to receive an automated rejection within hours. As a result, this lack of human interaction makes the recruitment process feel mechanical and impersonal, especially when a computer decides someone’s fate without being able to see beyond the page. As someone who speaks to these people daily, believe me, we need to find a better balance!

Enter AI, the recruitment catfish

We have all heard of catfishing, where someone pretends to be someone they are not online. In recruitment, AI can act as the ultimate catfish, helping candidates look flawless on paper while failing to capture whether they are genuinely the right fit for a role or team. It can process thousands of CVs in seconds; however it can’t assess credibility in person. After all, a polished CV does not guarantee a candidate can talk the talk and walk the walk.

The “talk a good game” problem

Writing a great CV is only the first hurdle. The real test comes in interviews, where AI cannot measure empathy, judgement or how candidates respond under pressure. Yes, AI can save a lot of time and reduce certain costs. However, it can’t identify those who will truly engage, adapt and thrive once they are in the role.

Relationships and networks. The magic AI can’t touch

No algorithm can replace the power of genuine relationships. Networking, the old-school art of building meaningful connections, remains one of the most effective ways to find top-tier talent. AI may identify individuals with the right skills; however only a human recruiter can properly assess cultural alignment and long-term potential.

Why we still need headhunters

Yes, I know, I’m biased and bound to say this, but this is where headhunters come in. We go beyond the data. We understand what makes someone tick and we know how to spot potential beyond a LinkedIn profile or CV. We also have the networks that AI can’t replicate. Those relationships allow us to tap into the best talent, even if these individuals aren’t actively searching.

The trouble with DIY recruitment

Over the past two years, many of our agency and in-house clients have tried to hire directly using LinkedIn and AI tools. While it seemed like a quick and cost-effective option, the results have often been frustrating. There are high costs, time-consuming processes and challenges in finding the right cultural fit. It’s clear that AI and LinkedIn alone can’t always provide the precision needed. That’s where a headhunter can make a real difference – taking the pressure off your hands, tapping into a wider (and more familiar/nurtured network) and handling the heavy lifting.

So, is AI the future of recruitment?

The honest answer is yes and no. AI is here to stay and it can be useful for streamlining certain tasks. However, when it comes to recruitment, there is no substitute for human connection. AI may help you find CVs that look perfect on paper. It is the human touch, however, that helps you find the right person for the job.

In a world of polished profiles and algorithmic matches, it’s the real connections that always win.

The Limits of Automation in Senior Hiring

If you are reviewing your hiring strategy or questioning whether AI alone can deliver the calibre of leadership your organisation requires, it is worth speaking with those who understand the nuances of this market. At Hanson Search, we operate at the senior end of communications, corporate affairs, sustainability, public affairs, digital and commercial recruitment, partnering with boards and executive teams to secure leaders who shape strategy, protect reputation and drive long-term value.

Technology can streamline a process. It cannot replace judgement, networks or sector expertise. Should you wish to discuss future leadership needs, we would welcome the opportunity to speak. Please contact our team via the form below.

Katie Simpson moved into recruitment after a decade in communications, working on UK and international campaigns for major global brands. She now advises on senior Corporate Affairs and Sustainability appointments across agency and in-house markets worldwide.