AI is no longer science fiction when it comes to hiring — it’s now a reality that influences how we filter resumes, interact with candidates, and make hiring decisions. But even though it’s so powerful, AI can either be your best friend or your greatest risk. To wield it well, you require more than the proper tools — you need the proper mindset. Below is a straightforward guide to the do’s and don’ts of how to employ AI in your hiring process.

✅ The Do’s

1. Do use AI to cut down on mundane tasks

Automate resume filtering, scheduling, and candidate follow-up — work that consumes time but doesn’t require human intervention. This leaves room for recruiters to work on strategy and relationships.

2. Do provide transparency

When you’re using AI to evaluate or rank applicants, let them know. Transparency establishes trust and keeps you compliant with new regulations.

3. Do audit for bias routinely

AI can reflect human prejudice if it’s trained on biased data. Check for patterns of bias in gender, race, age, and background regularly in outcomes to maintain fairness. 

4. Do combine AI with human judgment

AI should be a help, not a replacement. Let it screen the field or provide insight — but maintain humans in the decision loop for interviews, culture fit, and final choices.

5. Do train your team to use it properly

Even the best tools are useless if your crew doesn’t know how to utilize them. Provide onboarding, usage documentation, and promote healthy skepticism.

❌ The Don’ts

1. Don’t use AI as a black box

If you don’t understand how your AI tools come to decisions, that’s a problem. Prioritize solutions with explainability and control.

2. Don’t automate key decisions entirely

Rejecting candidates, making hiring offers, or evaluating interviews should never be left entirely to AI. These steps require empathy, nuance, and context.

3. Don’t overlook candidate experience

AI-driven tools can sometimes make the process feel cold or robotic. Personalize where it matters — like follow-ups, interview invites, and rejections.

4. Don’t ignore compliance and data privacy

Ensure that your AI tools are compliant with data privacy laws (such as GDPR). Understand where data is held, how it’s used, and for how long.

5. Don’t implement AI solely because it’s cool

Implement AI where it actually addresses a genuine problem — not to be trendy. A clever, lean process is preferable to a bloated one with glitzy tools.

Final Thoughts

AI isn’t there to replace recruiters — it’s there to augment them. But like every tool, it’s only as good as the way you use it.

If used carefully, AI can accelerate processes, minimize bias, and enhance decision-making. If used recklessly, it can ruin trust, equity, and your reputation.

✨ At Fomogo, we’re developing AI-fueled hiring tools with purpose — created to enable you to hire quickly, without sacrificing human touch.