How generative AI can make recruiting more human

August 31, 2025

Most conversations about AI in recruiting sound the same: “It'll automate job descriptions, screen resumes faster, write outreach emails.”

But here's the truth: the best recruiters aren't remembered for efficiency. They're remembered for how they made candidates feel. For helping hiring managers see beyond bullet points. For being the human in a system that often feels dehumanizing.

That's where generative AI has a surprising role to play, not in replacing people, but in creating space for more human recruiting.

Here are 5 actionable ways to make that shift.

1. Free Up Time for Real Conversations

The Challenge: Recruiters spend hours reviewing resumes, chasing scheduling emails, or writing repetitive notes.

The Human-Centered Fix: Use AI to clear the admin clutter so you can invest more energy in the actual conversation with a candidate.

How to do it:

• Drop candidate notes into ChatGPT or Notion AI and prompt: “Summarize this into 5 bullet points: skills, motivations, career highlights, concerns, and culture alignment.”
• Use scheduling AI assistants (like Clockwise or Reclaim) to reduce the back-and-forth.
• Have AI draft the follow-up logistics email in seconds. Then personalize the 10% that matters.

🟡 Pro tip: Vire automates parts of candidate intake by prompting for motivations, work style, and past impact upfront, giving recruiters richer context before the first call.

2. Personalize Outreach at Scale

The Challenge: Candidates can smell a copy-paste InMail from a mile away.

The Human-Centered Fix: Use AI to help you scale personalization without sounding robotic.

How to do it:

• Paste in a candidate's LinkedIn profile and the job description. Prompt: “Draft a short, warm outreach that connects their past experience in [X] with our role in [Y]. Make it 3 sentences, casual but professional.”
• Generate 3 versions, then pick the one that feels most “you.”
• Layer in one detail you know personally (mutual connection, alma mater, recent talk they gave).

💡 That way, AI handles the structure, and you add the spark.

3. Tell Better Stories About Roles & Teams

The Challenge: Job descriptions are often written in HR-speak that doesn't inspire candidates.

The Human-Centered Fix: Use AI to translate requirements into human, story-driven language.

How to do it:

• Prompt: “Rewrite this job description to highlight mission, team dynamics, and the real problems this person will solve. Make it engaging, not corporate.”
• Use AI to draft “day in the life” role narratives you can share during phone screens.
• Highlight growth: prompt “Turn these responsibilities into 3 sentences about the opportunities to learn, grow, and make impact.”

🟡 Platforms like Vire go even further: creating candidate and employer profiles that focus on motivations, values, and evidence of impact, so recruiters can tell deeper stories than a resume ever could.

4. Rethink “Culture Fit” Conversations

The Challenge: “Culture fit” too often means gut feel, which risks bias.

The Human-Centered Fix: Use AI to generate structured, values-aligned interview questions.

How to do it:

• Prompt: “Generate 5 interview questions that measure collaboration and adaptability without relying on buzzwords.”
• Take your company values and ask AI: “Translate these into observable behaviors and interview prompts.”
• Ask AI to role-play candidate answers so you can train hiring managers on what “good” vs. “weak” responses might sound like.

This reframes “fit” into culture add, giving you more intentional conversations.

5. Support Candidates Through the Process

The Challenge: Job seekers often feel ghosted, lost, or underprepared. Recruiters want to help more, but time is short.

The Human-Centered Fix: Use AI to create supportive touchpoints that make candidates feel guided, not left in the dark.

How to do it:

• Draft a “what to expect” candidate guide: “Write a 2-paragraph explainer of our interview process in plain, encouraging language.”
• Generate personalized interview prep: “Given this candidate's resume and our job description, suggest 5 practice interview questions they should be ready for.”
• Automate but humanize rejections: AI drafts a thoughtful note that highlights strengths and encourages reapplying. You add one personal detail.

The Big Shift

Generative AI in recruiting isn't just about efficiency. Done right, it amplifies humanity, freeing recruiters to connect, listen, and guide.

Because no one remembers the fastest job description rewrite. They remember the recruiter who believed in them, and the role that actually fit.

See how Vire uses AI to create more human recruiting experiences that attract and retain top talent.