AI can collect structured interest and availability information, explain an approved next step and hand the conversation to a recruiter. It should be clear when someone is interacting with automation. Human review remains necessary for hiring decisions, unusual questions and information the system cannot verify.
How to put it into practice
- Provide current job facts and restrict responses to approved information.
- Define handoff conditions for uncertainty, complaints and requests for a person.
- Review transcripts for accuracy and measure the quality of completed handoffs.
A practical example
An AI conversation can ask which shift a candidate prefers and when they can speak. If asked about an unlisted benefit or a credential exception, it should flag the question for a recruiter rather than invent an answer.
What to measure
Measure completed conversations, correction rates and recruiter-accepted handoffs.
A mistake to avoid
Do not represent an AI screen as a job offer, eligibility decision or completed credential verification.
Turn the next step into a plan
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Plan my candidate campaign ↗Further reading
Industry and technical resources for this topic. The examples above are illustrative guidance, not client results.