Adithyan RK, CEO of Hyring, a key voice in the Agentic AI revolution, driving digital transformation for nearly two decades.gettyArtificial intelligence is changing how companies find new people to hire in a quicker and more efficient way. New platforms and tools are coming out, each with constant updates. Although many companies that handle hiring are experimenting with AI tools, there is much speculation that these tools will eventually replace human recruiters. ​​The tools themselves are not usually the problem. Most tools do what they are supposed to do. The real problem is how the people in charge of hiring do their jobs every day and how they think about executing and carrying out the process. Artificial intelligence and hiring teams are still having trouble working together smoothly.​Here’s a breakdown of how AI is changing how companies find new people to hire swiftly.From Process Management To Strategic Advisory​For years, recruiters have been stuck with a lot of paperwork and rules. We thought that looking at resumes and setting up meetings was part of the job. Well, it does not have to be. These things are chores that get in the way of what recruiters are supposed to be doing.​AI cuts the work that takes up most of a recruiter's time by 80%. This means recruiters can focus on the crucial aspects of the job. With all the repetitive tasks taken care of, a recruiter can focus on relationship building, negotiation and the aspects we humans do best. They can also look through every application without missing out on any potential candidates, or look into job postings that are not working. Solving The Reputation Problem​Hiring has long relied on a candidate's reputation. We've looked at schools and former employers because we've lacked the bandwidth to look at much else.​Artificial intelligence shifts the focus to a skills methodology. We can now analyze what a candidate has actually produced, from technical code to design portfolios, regardless of where they earned their degree. This is not an efficiency play; it is a way to find the hidden gems that traditional filters would have ignored. Artificial intelligence levels the playing field while simultaneously giving firms a competitive advantage. Where The Machine StopsThe common fear is that artificial intelligence will make the human recruiter obsolete. I believe the opposite is true. While an algorithm can rank a candidate based on compatibility scores, it cannot navigate the psychology of a close.​Artificial intelligence cannot sit across from an executive and realize their hesitation is not about the equity package but about the impact of a cross-country move on their family. The moments that decide whether a top-tier candidate signs or walks away are deeply human. These moments require empathy, intuition and the ability to read what is not being said. No model replicates that. ​Artificial intelligence and hiring teams are still having trouble working together smoothly.​Strategic Solutions For Closing The GapTo move from simply experimenting with AI to fully integrating it, leadership requires a proactive, hands-on approach. At Hyring, we’ve seen that the most successful transitions happen when AI is viewed not as a plug-and-play software, but as a strategic partner. Here are the steps leaders can take to start bridging the gap today: ​​1. Audit For Bias, Not Just EfficiencyAI systems are only as good as the data they get. To avoid situations where your AI-based screening system filters out diverse candidates due to biases contained in the historical data, you need to perform bias audits regularly.2. Invest In Human-Centric TrainingIf your system can do all of the technical screening, what remains for a recruiter to do? Train your team to excel at high-level negotiation, behavioral psychology and candidate experience management.3. Adjust Your Key Performance Indicators (KPIs)While the use of AI for recruiting undoubtedly increases efficiency by significantly reducing the time to hire and making sure that all candidates are assessed, these metrics are just the starting point. The real value of AI, however, is in taking the monotony out of the process and allowing recruiters to dig deep into a candidate’s potential. In order to be ahead of the game, we need to redefine success and focus on quality hiring.4. Employ Human-In-The-LoopNever let the system decide whether a candidate moves to the next round or not. While you can use technology to identify top-notch candidates, there needs to be a human touchpoint when it comes to making final decisions.The New Standard Of FluencyThe recruiters who thrive in this era will be those who learn to direct these new AI tools. This requires a kind of fluency. You do not need to be a data scientist, but you do need critical thinking to audit artificial intelligence outputs and ensure they are not reinforcing old biases.Artificial intelligence represents a revolution in recruiting. When you treat it as a threat, it hinders you; however, when you treat it as a lever, it can transform everything. The future of recruiting does not lie in choosing either intuition or speed of a machine. Rather, it lies in knowing when to use both. ​​​Forbes Technology Council is an invitation-only community for world-class CIOs, CTOs and technology executives. Do I qualify?