The AI Hiring Debate Isn’t About Technology, It’s About Trust

As AI becomes a fixture in recruitment, new research suggests candidates are more open to the technology than many employers assume. The real challenge is building trust

By Sara Gutierrez, Chief Science Officer, SHL

Artificial intelligence is rapidly transforming how organizations hire. From sourcing and screening to interviewing and assessment, AI is helping employers manage growing application volumes, improve efficiency and streamline decision-making. Yet as organizations race to adopt new technologies, one question remains critical: how do candidates actually feel about AI playing a role in hiring decisions?

The assumption is often that job seekers are resistant to AI in recruitment. But recent research from SHL suggests the reality is far more nuanced.

Our survey of more than 1,000 U.S. workers found that over half (54.6%) would be willing to interview with an AI agent. At face value, this indicates a growing level of comfort with AI in the hiring process and challenges the perception that candidates are fundamentally opposed to the technology.

However, willingness alone does not necessarily equate to trust. Candidates may be prepared to engage with AI as part of the hiring process, but they still want confidence that decisions are fair, transparent, and appropriately overseen by people.

Nearly 37% of respondents said they would view a company as impersonal or uncaring if AI were used to conduct interviews, without the opportunity to interview with a human later on in the process. Almost 15% said they would decline a job offer from an employer that relied on AI in this way. By comparison, only 22.8% said the use of AI would make them view an employer as innovative and forward-thinking.

For employers, the message is clear: candidates are not rejecting AI. They are scrutinizing how it is being used.

The human element still matters

One of the clearest findings from the research is the enduring importance of human judgment.

More than half of respondents (56.4%) said they would prefer their job application to be reviewed exclusively by humans. When asked why, they pointed to qualities they believe people are better equipped to assess, including interpersonal skills and nuanced experiences.

This is understandable. Careers are rarely linear, and applications often fail to tell the full story of an individual’s capabilities and potential. Candidates want confidence that someone can recognize context, understand complexity and evaluate qualities that don’t fit neatly into a keyword search or algorithmic model.

At the same time, the distinction between preference and willingness is important. Many candidates appear open to engaging with AI as part of the hiring process, even if they would still prefer human involvement in key decisions. 

Only 8.2% of respondents preferred AI alone to review their application materials, while 28.5% favored a combination of humans and AI.

Taken together, these findings suggest that candidate acceptance of AI increases when technology is positioned as supporting human decision-making rather than replacing it entirely. For employers, this reinforces the importance of helping candidates understand how AI is being used and where human judgment remains part of the process. 

Transparency is becoming a candidate expectation

The strongest signal from the research is not resistance to AI itself, but a desire for transparency about how it is being used. Two-thirds of respondents (66%) believe employers should be required to disclose when AI is being used during the hiring process.

As AI becomes more embedded in recruitment, candidates increasingly expect visibility into how decisions are made and what role technology plays in evaluating them.

For employers, transparency is no longer simply a compliance or governance issue. It is becoming a critical component of candidate trust.

Organizations that clearly explain how AI is being used, what information is being considered and where human oversight remains in place are likely to inspire greater confidence than those that treat AI as a hidden component of hiring.

The lesson here is straightforward: adopting AI is only part of the challenge.  Communicating its use effectively is equally important.

Why this matters for early-career hiring

These findings may be especially relevant for graduate and early-career hiring, where organizations are often competing for candidates who are evaluating not only job opportunities, but also employer values and culture.

For many candidates, the hiring process serves as their first meaningful interaction with an organization. The way technology is used during recruitment can therefore shape perceptions long before an offer is extended.

Our findings suggest that candidates are not inherently opposed to AI in hiring. However, they do expect transparency about how it is being used and reassurance that important decisions are not being made without appropriate human oversight.

This is particularly important in early-career hiring, where candidates may have limited professional experience and are often navigating the job market for the first time. In these situations, communication, clarity, and opportunities for human interaction can play an important role in building confidence in the process.

Organizations that use AI to improve efficiency while maintaining transparency and a positive candidate experience may be better positioned to build trust and strengthen their employer brand with emerging talent.

The future of hiring is human + AI

The debate around AI in recruitment is often framed as a choice between people and technology. Our survey findings suggest candidates see the issue differently.  Rather than asking employers to eliminate AI, candidates appear to be looking for accountability, transparency, and appropriate human oversight.

AI can help recruiters work more efficiently, improve consistency and reduce administrative burden. Human recruiters bring empathy, judgment, context and relationship-building skills that technology cannot replicate.

The organizations that will succeed in this AI-powered environment are those that combine the strengths of both.

As AI adoption accelerates, employers must broaden their focus beyond efficiency gains. Building trust will require transparency, meaningful human oversight, and clear communication about how technology is being used throughout the hiring process.

Candidates are not simply asking whether employers use AI. They are asking how it is used, why it is used, and what safeguards are in place. As the workforce becomes increasingly AI-literate, the answers to those questions may become one of the most important differentiators in attracting and hiring top talent.