Job ads are often a candidate’s first impression of your business – yet too many are vague, outdated, or copied from the last time the role was filled.

AI can polish the language, but if your brief is wrong, your output is wrong.

AI is only as good as the person prompting it.

If you don’t know exactly what the role needs, what success looks like, or what type of person thrives in your environment, AI can’t fill in the gaps.

The result is ads that don’t match reality, attracting the wrong applicants.

2. CVs and Profiles Are Polished – But Not Always Accurate

Candidates are using AI too.

To write CVs, tailor cover letters, help them apply for jobs, coach them on how to answer behavioural questions, and even run video interview practice.

That means you’re often comparing an AI-generated job ad to an AI-polished, AI-coached candidate.

On paper, it might look like the perfect fit. In reality… not always.

Many CVs are over-optimised – skills stretched, responsibilities inflated, gaps smoothed over. Not always dishonest, but rarely the full picture.

When both sides are relying on AI to present their best version, it’s easy to create a false match. It’s also then harder than ever to be able to truly know what is good talent, and what is not. 

That’s why recruitment marketplaces are needed more than ever.

3. AI Talking to AI: The Great Mismatch

If employers use AI to write job ads and screen applications, and candidates use AI to apply and prepare for interviews, you end up with AI talking to AI.

Two carefully packaged versions of the truth.

That’s when you hear: “They looked great on paper… but it didn’t work out.”

This isn’t a failure of tech – it’s a failure of alignment.

AI can’t uncover someone’s motivations, values, or working style. It can’t tell if they’ll thrive in your culture or simply tick boxes in a spreadsheet.

4. Why Data (and Recruiters) Still Matter

When AI is polishing both sides of the process, it’s harder than ever to spot the real story.

That’s why data is critical – performance metrics, reference checks, skills testing, and other measurable insights can cut through the AI gloss.

It’s also why recruiters won’t be replaced by AI anytime soon.

The best recruiters combine data with human insight, reading between the lines and asking the questions AI can’t.

AI can:

• Speed up admin
• Rank CVs by keywords
• Generate clean job ads
• Coach candidates through prep tools
• Help you move faster

But it can’t:

• Understand team dynamics
• Truly align candidate motivations to the right roles
• Spot red flags in conversation
• Judge culture fit
• See through buzzwords

Hiring is about more than ticking boxes.

It’s about context, nuance, and understanding the real human behind the application.

And for that, you still need a human being.

So… Should You Use AI in Hiring?

Definitely.

Used well, AI can streamline your recruitment process. It can save you hours and make sure nothing slips through the cracks.

But it’s not a substitute for strategy. Or intuition. Or experience.

If you’re unsure, why not test it?

Run AI and a human recruiter side-by-side. Compare the quality of candidates each delivers at the end of the process. (Here’s our recent blog on AI in hiring for more on this.)

Because with TalentVine, there’s no commitment in cost or proceeding with a recruiter, so using both simultaneously is a no-brainer.

Need a Smarter Way to Hire – With Humans Who Know What to Look For?

We work with data-backed recruiters who use the right tech and the right judgement, helping you find candidates who aren’t just qualified, but genuinely aligned with your team and goals.

Post a role today