Applicant volumes are high in many markets, from India to North America. Some companies receive as many as 25,000 applications for a single tech job! While AI can help with shortlisting, it also raises concerns about bias and fairness. When recruiters set filters for job postings, they may not always know exactly what to look for due to heavy workloads. This can limit AI’s effectiveness. A balance between AI and human recruiters is crucial. Gautam believes that a recruiter’s understanding of the role can help AI systems perform better, producing more accurate shortlists. 

AI significantly improves efficiency in screening by saving time and delivering profiles that better match job requirements. Its ability to identify patterns and trends in the job market adds further value. For example, AI can predict how a current role, like Vice President, may evolve in the future, enabling recruiters to evaluate candidates with a forward-looking perspective. However, Gautam emphasizes the importance of upskilling recruiters and recruitment teams to understand and leverage AI systems effectively for optimal results. When it comes to candidate engagement, Gautam finds AI chatbots particularly effective. These tools ensure communication continues even after rejection, helping to build a positive brand perception among candidates. 

AI recruiting co-pilots provide significant support during candidate negotiations. By keeping engagement active throughout the hiring process, AI helps make the negotiation phase less awkward for both candidates and recruiters. With a solid context already established, the trust factor is higher. AI also offers valuable market insights, enabling recruiters to negotiate more effectively. Additionally, by automating back-end tasks like paperwork, AI frees up time for recruiters to focus on understanding the candidate better, making negotiations more personalized and impactful. 

The post-offer stage is where meaningful conversations matter the most. This is where AI steps in to keep the interaction going—sending timely nudges, flagging candidate concerns to the right people, and giving recruiters the data they need to understand why candidates might drop out. Gautam highlights how this is especially important for candidates with long notice periods (like the typical 90 days in India). These candidates often explore other opportunities and might back out at the last minute if they get a better offer. AI helps tackle this challenge by keeping candidates engaged, building a strong connection to the employer brand, and ensuring they stay committed right up to onboarding day.