Using AI in recruitment without creating more risk

This is a guest blog by REC business partner, meet DWIGHT

Artificial intelligence is becoming part of everyday recruitment, helping agencies automate repetitive tasks and improve productivity. But as adoption accelerates, so does the need to use AI responsibly.

That was a recurring theme at REC Live 2026. Rather than debating whether AI belongs in recruitment, speakers focused on how agencies can adopt it in a way that builds confidence, delivers value and reduces risk.

AI should support recruiters, not replace them

The greatest value AI offers lies in reducing administrative work, not replacing professional judgement. It can help recruiters work faster, but hiring decisions still require context, experience and human oversight.

The UK Government's Responsible AI in Recruitment guidance encourages businesses to ensure AI systems are fair, transparent and subject to meaningful human oversight. Recruiters should remain accountable for recruitment decisions, regardless of the technology used.

AI is a change programme, not a technology project

One of the strongest messages from REC Live was that successful AI adoption isn't just about implementing new technology but preparing people and processes for change.

As Georgina Huntley, People & Culture Director at ManpowerGroup UK, explained, agencies should approach AI as a change management exercise instead of a technology rollout. In other words, start with the problem to solve, consider how roles will evolve and ensure AI enhances the value recruiters deliver to clients, not just adding to the growing technology stack.

Build confidence before scaling

The CIPD advises employers to use AI to support, rather than replace, human decision-making, while remaining transparent with candidates and regularly reviewing systems for bias and unintended outcomes.

It's also important to recognise that AI in recruitment isn't a single technology. Too often, businesses treat "AI" as shorthand for generative AI, but different operational challenges require different solutions. While large language models can help draft job adverts or summarise CVs, rules-based automation may be the better choice for repetitive administrative processes where consistency and accuracy are essential.

Instead of "How can we use AI?", recruitment businesses should start by asking, "What problem are we trying to solve?"

Once that's identified, it's much easier to choose the right technology for the task and avoid introducing unnecessary complexity.

Building confidence within recruitment teams is equally important. Alyx Peters, Chief Executive of Network Recruitment Wales, highlighted that AI training shouldn't be a one-off event. Agencies need to continuously develop their people's understanding of where AI adds value, where human judgement remains essential and how new tools can be used responsibly.

Instead of automating everything at once, agencies are likely to see better results by starting with one clearly defined use case. Repetitive, low-value tasks, such as drafting job adverts or supporting admin processes like ID checks and DBS documentation, are usually a good place to begin.

The more thoughtfully you adopt the technology, the less recruitment compliance risks you expose your agency to. That means starting with a clear operational challenge, choosing the right technology to solve it, investing in ongoing learning and keeping people at the centre of every decision.

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