I think it’s safe to assume you didn’t start your business to read resumes and schedule interviews.
You started it to help people solve real problems.
To make money and lead on your terms.
To build something bigger than yourself.
But here you are, either still handling the hiring or managing a team overwhelmed by it.
On LinkedIn alone, over 49 million people are searching for jobs weekly. With some job posts exceeding 100 applicants, the hiring process is more demanding than you or your team can handle.
When hiring is done without clear processes, or the right tools, it becomes a costly time suck. Without both, you’re likely wasting time, losing top candidates, and spending more than you need to.
I’m here to tell you there’s a better way. And yes...it involves AI.
AI isn’t a magic wand that will do the hiring for you, but it is a VERY helpful tool that allows you to systematize, streamline, and stop reinventing the wheel every time.
However, AI is only as good as the person using it (that’s where I come in to help!)
Systemize Your Hiring Process with the Help of AI in 5 Steps…
1. Identify What Your Company Actually Needs and Who You Should Be Hiring
Businesses evolve.
What worked last year may not be what you need today. That’s why taking a step back is critical before rushing to fill a role.
Don’t just hire to replace a person. Hire to meet a need.
So, before you rush to post for another job role, take a moment to zoom out. What does your company need right now? I’m not talking about the headcount.
I’m talking about the skills, capabilities, and strategic direction that you need.
Maybe your team is packed with generalists but short on data-minded decision makers. Or perhaps you’ve outgrown your current marketing support and need someone who can lead, not just execute.
This is just one of many areas in which AI can help you gain clarity.
The right tools can compare your current team’s roles and capabilities to industry benchmarks, map out your projected needs, and highlight the areas where you’re underpowered or missing something.
Suggested Tools: Eightfold.ai (a talent intelligence platform), and Workday Skills Cloud (matches roles with skills needed now and in the future).
2. Write Job Posts that Attract the Top Talent
Once you’ve identified the role you want to hire for, the process tends to slow down. Traditionally, it can take weeks if not months to fill a position.
Global estimates are said to be 42 days, but in reality?
If you’re like many businesses, you’ve probably struggled to fill some positions for months.
Even with the help of an applicant tracking system, the hiring process is often slow, frustrating, and full of delays.
And here’s one issue: you will waste time during hiring if you have a weak job post.
If your listing is vague, outdated, or packed with corporate jargon, it won’t attract the right candidates and won’t stand out in a sea of sameness. And trust me, you need to do something more to stand out.
Because there are over 14 million open job listings on LinkedIn, and…that’s a lot of competition.
AI tools can help speed up the process and ensure top candidates apply by:
- Analyzing your existing job descriptions for clarity and bias;
- Suggesting edits to attract stronger candidates;
- Tailoring tone and language to match your brand voice and role level; and
- Predicting how well your post will perform across different platforms
This means you spend less time rewriting, reposting, and wondering why no one qualified is applying and more time moving great candidates into your pipeline.
Suggested Tools: Textio (a writing platform that uses AI to improve job post language for clarity, inclusion, and performance) and Datapeople (offers real-time guidance to make job descriptions more effective).
3. Let AI Expedite Candidate Sorting So You Can Focus on Hiring
If your HR team –
- Or let’s be real…you…
If you’re still manually sifting through resumes or relying solely on an applicant tracking systems (ATS), you’re either wasting time or losing out on great candidates that the platform might be missing.
And to be clear, it’s not just about speed. An ATS is fast, but it’s more like a filing cabinet that sorts candidates using keywords.
AI programs are about precision.
They can scan, score, and sort candidates based on skills, experience, and how well they align with the role, far more consistently and with less bias than a human or even an ATS can.
Even the best HR teams can’t be experts in every position. AI helps close that knowledge gap, offering a standardized, data-backed filter so your team doesn’t have to guess.
This means fewer unqualified candidates slipping through and more time spent on the ones who could be a fit.
Suggested Tools: Paradox and Mya (AI assistants that engage applicants, ask screening questions, and schedule interviews), Eightfold.ai (matches qualified candidates to open roles, even if they didn’t apply), and Beamery (uses AI to rediscover talent already in your network).
4. Streamline Interviewing without Losing the Human Touch
Once you’ve narrowed the field, interviews are where you should find the right fit.
Not slowing the process down to a crawl.
But interviews can also be a logistical nightmare, especially when you’re trying to coordinate schedules, answer the same questions on repeat, and stay consistent in your evaluations.
AI can take the pressure off by automating early-stage interviews and handling the repetitive stuff, like scheduling, answering FAQs, and flagging potential issues.
Some companies even use AI to conduct the initial interview.
This is not to say that a robot is or should be making the hiring decision. It means the process is more efficient, consistent, and free from early-stage bias.
And that means a smaller, but stronger list with fewer candidates falling through the cracks because “they didn’t look good on paper.”
Suggested Tools: HireVue (AI-assisted video interview platform), myInterview (lets candidates submit video responses with AI-driven insights), HeyMilo (conducts automated phone interviews), and Phonescreen.AI (simulates recruiter calls to screen candidates at scale).
5. Make Confident, Consistent Hiring Decisions While Setting up New Hires for Success
By the time you get to the final decision, you’re often worn out. You just want the role filled. That’s when people default to gut decisions or rush to extend an offer, only to regret it later.
Or perhaps worse, they prolong the interview process more than reasonable, only to lose top candidates who become frustrated that you don’t understand their worth.
Instead of agonizing over the decision for weeks or months or flipping a coin between two solid candidates, AI helps you compare them head-to-head.
It can show you how your offer stacks up in the current market, notify you of potential risks you might’ve missed, and suggest what to do next based on performance patterns from past hires.
Suggested Tools: Harver (predictive assessments that evaluate candidates’ cognitive and emotional fit), HireVue (AI-powered assessments combining video interviews, game-based tests, and coding challenges to evaluate candidate skills and potential), and Compa (provides benchmarks and analyzes industry standards to ensure your offers are competitive and fair).
Stop reinventing the wheel every time you need to make a hiring decision.
AI isn’t here to take over your hiring. It’s here to take the guesswork and inefficiency out of it.
It won’t replace your judgment.
It won’t replace your team.
But it will help you hire smarter, faster, and more consistently, whether you’re doing it yourself or trying to build a process your team can own each time.
And here’s another benefit: when you use AI to streamline hiring, you don’t just fill roles.
You build systems. Systems that free you up to focus on the work only you can do. Systems that scale. Systems that support real growth.
So, if hiring still feels like a time-sucking bottleneck in your business, it might be time to stop doing it the old way.
Bring in the right tools. Build a better process. And get back to leading like the CEO you’re meant to be.