# How to use AI to find and hire the best employees for the role > Source: > Published: 2026-06-03 09:59:00+00:00 I recently tried using ChatGPT to help polish a job description. I figured it could save me some solid time and make me feel productive. Nope. ChatGPT made the role sound hyperbolic and overly involved. It was a collection of corporate-sounding gobbledegook that didn’t remotely hit what the job was really all about. I basically had to go in and rework the entire copy line by line. If I had just written it myself from the jump, it would have sounded better and taken half the time. That is the reality check every manager needs right now: AI is not a magic wand that will seamlessly hire people for you. However, when used correctly within dedicated hiring platforms, it is the ultimate administrative assistant. Over 4.5 million businesses have already come to [ZipRecruiter](https://services.nypost.com/pr/sd0d7d2e0186?s1=zr6) for their hiring needs, and the ones leveraging AI-powered features are moving significantly faster than those still doing it by hand. [AI isn’t coming for your job in HR (but it is doing the heavy lifting)](https://services.nypost.com/pr/sd0d7d2e0186?s1=zr6) The rise of AI-powered tools is drastically changing how employers recruit and how job seekers apply. But you have to understand what AI is actually good at. AI has yet to master nuance, culture fit and human empathy. Whether that should be the goal is another topic altogether. But it is incredibly efficient at digesting massive amounts of data. Sifting through applications and resumes is employers’ second most time-consuming recruiting task. AI can speed up this process by scanning thousands of resumes instantly and identifying top candidates based on hard data. [Writing job posts that don’t sound like a robot](https://services.nypost.com/pr/sd0d7d2e0186?s1=zr6) As I learned the long way, feeding a raw prompt into a public AI chatbot usually results in a bloated, cringy job description. Instead of relying on said bots, why not use smart, integrated tools instead? ZipRecruiter uses generative AI to provide [over 1,000 searchable job templates](https://www.ziprecruiter.com/browse/job-description-templates) tailored to specific roles. These templates give you the structured foundation you need to attract search traffic, allowing you to easily go in and inject your authentic company voice before hitting publish. The details matter more than you think: according to ZipRecruiter internal data, job titles with 70 characters or fewer receive 4 times more applications, and posts that include salary information are 2.7 times more likely to deliver quality candidates. [The matchmaker algorithm: Skip the resume piles](https://services.nypost.com/pr/sd0d7d2e0186?s1=zr6) The greatest application of AI in hiring is matchmaking. Instead of relying on candidates stumbling across your job board, AI goes on the offensive. Industry-leading AI matching technology uses billions of data points to recommend relevant candidates based on their skills and experience. When you [post a job on ZipRecruiter](https://services.nypost.com/pr/sd0d7d2e0186?s1=zr6), the tech analyzes the keywords, skills and location details in your job description, then compares this info against over 53 million resumes in the database (based on ZipRecruiter internal data) and presents you with the strongest matches. You can even rate these candidates, and the AI will use your feedback to learn what you like and adjust its future searches accordingly. Jobs where employers use the Invite to Apply feature receive over 7 times more candidates in the first month, based on ZipRecruiter internal data. [Where AI fails: Why you still need to run the interview](https://services.nypost.com/pr/sd0d7d2e0186?s1=zr6) We are pushing tech heavily to speed up the pipeline, but there is one part of the hiring process I’ll never hand over to a computer. I never want to give AI the ability to interview people. There are startups pitching AI avatars that conduct preliminary screening calls, and to me, that is a massive mistake. The interview is the most important part of the entire process. You gather so much vital information in unspoken cues, body language and really, just the general vibe. Human interaction and relationship-building are becoming more valuable, not less, as AI use grows. Use the algorithm to filter out the noise and verify the hard skills. Use your own human intuition to figure out if you actually want to sit next to this person every day for the next three years. [AI vs. humans in the hiring process](https://services.nypost.com/pr/sd0d7d2e0186?s1=zr6) The Task | Who Should Own It | Why | |---|---|---| | Writing the job post | Human (AI-assisted) | AI gives you the template and structure. You bring the voice. Posts with salary info are 2.7 times more likely to deliver quality candidates, so let the data guide what you include (ZipRecruiter internal data). | | Sourcing candidates | AI | It scans a database of over 53 million resumes and surfaces the strongest matches instantly (ZipRecruiter internal data). You’d need weeks to do that manually. | | Matching qualifications | AI | Jobs using Invite to Apply receive over 7 times more candidates in the first month (ZipRecruiter internal data). The algorithm sees patterns you’ll miss. | | Filtering at scale | AI | Let the machine do the first pass. – 80% of employers on ZipRecruiter get a quality candidate within a day. | | Scheduling interviews | AI | Automated tools eliminate the email ping-pong entirely. Candidates book their own slots. | | Conducting the interview | Human | Body language, energy, conversational instincts. This is where you figure out if you actually want to work with this person. | | Assessing culture fit | Human | AI cannot read the room, gauge chemistry with the team or understand your office dynamics. | | Making the final offer | Human | Empathy, negotiation and genuine connection close the deal. No algorithm can do that. | ## FAQ: Navigating AI in recruitment **Is it fair to use AI to screen resumes if candidates are using AI to write them? ** Yes. Actually, I think it’s the only way to keep up. According to a recent survey, 66% of job seekers used AI to help with their job search, including writing their resumes and cover letters. If they are using tech to apply at scale, you have to use tech to filter at scale. **Will AI overlook non-traditional candidates?** It depends on how you program it. If your job description demands a very specific, rigid degree, the AI can filter out anyone without it. However, if you focus on skills-based hiring and tell the AI to look for transferable proficiencies, it may actually surface brilliant candidates you might have overlooked manually. **Does AI replace the need for an Applicant Tracking System?** No, they work together. An Applicant Tracking System (ATS) organizes your workflow and your candidate pipeline, while AI acts as the engine inside that system to surface the best matches and automate the busywork.