A human-centric approach to AI transformation puts people, not algorithms, at the centre of adoption. Instead of rolling out AI as a top-down directive, businesses involve recruiters, HR professionals, and employees in co-creating how AI is used.

This shift matters. BDO’s research found that organisations using human-centric AI adoption models increase their chances of success by 24%, shorten implementation time by 33%, and boost employee engagement by 38%.

For recruitment, this could mean:

• Involving recruiters in testing AI-driven candidate matching tools.
• Giving hiring managers space to experiment with automation in job posting or screening.
• Providing transparency to candidates on how AI impacts decision-making.

The Fear Factor: Why Employees Resist AI

One of the biggest blockers to AI adoption is fear. Gartner data, cited in the BDO report, highlights that 34% of employees resist AI due to worries about role reduction or elimination. In recruitment, this can manifest in recruiters fearing automation will replace their expertise.

But the opposite is true: AI is best used to remove repetitive admin tasks (like sifting through hundreds of CVs) so recruiters can focus on what they do best: relationship building, assessing cultural fit, and guiding hiring managers.

By framing AI as a partner, not a replacement, organisations can build trust and adoption.

The Role of Leadership in Human-Centric Hiring

Leaders play a decisive role in whether AI thrives or fizzles out. Simply endorsing AI isn’t enough. Leaders must model its use, communicate openly, and create safe spaces for experimentation.

The BDO report stresses that leadership is as much a driver of AI success as the technology itself. For recruitment teams, this looks like:

• Clear communication: Explaining how AI tools are being used and why.
• Upskilling initiatives: Offering AI literacy and ethical training for recruiters and HR.
• Open-source adoption: Encouraging recruiters to share insights and feedback, rather than treating AI as a closed system.

When leaders set the tone, employees follow.

Building a Human-Centric AI Recruitment Strategy

So how can HR teams and recruiters put this into action?

1. Map AI opportunities in recruitment
   Identify where AI can help (shortlisting, job ad optimisation, scheduling) without compromising fairness or candidate experience.

    

2. Engage employees early
   Invite recruiters and HR professionals into the design and testing of AI tools.

    

3. Promote continuous learning
   Invest in AI upskilling programmes for HR staff, including ethical frameworks and bias awareness.

    

4. Measure impact
   Define KPIs (time-to-hire, candidate quality, recruiter satisfaction) to track both human and technological outcomes.

    

5. Celebrate quick wins
   Share success stories internally to build confidence and excitement.

    

The Business Case: Why It Matters

Recruitment is one of the most people-driven business functions. If AI adoption feels like a threat, you risk disengagement, poor adoption rates, and damaged candidate experiences.

But if done right, AI can:

• Reduce hiring costs by automating admin.
• Improve candidate quality through better shortlisting.
• Enhance candidate experience with faster feedback loops.
• Free up recruiters to act as strategic advisors, not just process managers.

The result is a recruitment function that’s faster, smarter, and still deeply human.

Final Thoughts

AI won’t replace recruiters. But recruiters who embrace AI through a human-centric approach will replace those who don’t.

These insights are drawn from BDO’s 2025 report, Human-Centric Transformation in the Age of AI, which makes clear that businesses achieve the best outcomes when people and technology transform together.

At TalentVine, we connect employers with specialist recruiters who are already adapting to this new world of hiring. If you want recruitment partners who still favour the value in human contact, expertise and relationships, TalentVine is your best starting point.