AI in Hiring: The Tools That Actually Work (and What to Skip)

If you're running a growing business and juggling more open roles than hours in the day, you've probably heard a lot about AI in hiring. Some of it sounds amazing. Some of it sounds like hype. So what works and what’s worth your time?

Here’s a simple guide to help you cut through the noise and figure out what AI tools can help you hire better (and faster).

Focus on the Bottleneck, Not the Buzz

Before diving into any tool, ask: What’s slowing us down right now?

• Too many résumés to review?
• Interview scheduling dragging out?
• Losing good candidates while waiting on feedback?

Whatever the biggest pain point is, that’s your starting line. Look for tools that make a big impact. If it only saves a few clicks, it’s probably not worth it.

Know the Three Main Types of AI Hiring Tools

1. Writing Tools

• What It Helps With: Job descriptions, outreach emails, interview questions‍
• Good Starting Tools: ChatGPT, Copilot‍
• Typical Cost*: $0–$30/user/month

2. Sourcing & Screening

• What It Helps With: Searching profiles, interviewing, ranking candidates‍
• Good Starting Tools: Whippy, HireEZ ‍
• Typical Cost*: $170–$400/seat/month

3. ATS & Workflow Tools

• What It Helps With: Resume parsing, scheduling, follow-ups, note taking‍
• Good Starting Tools:
• Typical Cost*: $0–$300/month flat**

*Prices as of July 2025 **Many ATS plans charge per job, not per user which can be great for small teams.

5 Things to Check Before You Buy

• Can you override it? You want a co-pilot, not a robot in charge.
• How’s the bias handled? Ask how the tool avoids bias and lets you set your own criteria.
• Try the candidate experience. Apply yourself. Does it feel human, or robotic?
• Where’s the data going? Make sure you own the data and it's stored securely.
• Test it. Try it for 30 days with a clear goal before committing long-term (e.g., cut screening time by 50%). New tools are emerging every day so if you aren’t seeing results, try something new.

Candidates Are Using AI Too. Here’s How to Stay Ahead:

Job seekers are using the same tools to polish their resumes and interview answers. Here’s how to spot if the candidate is sharing actual job experience:

• Go deeper. During an interview with a candidate, ask: “What was the second-best option you considered, and why didn’t you pick it?” Some candidates use chatbots to help answer their questions and it will have a hard time answering the question.
• Ask for proof. Work samples, writing snippets, or short videos force candidates to move beyond copy-paste.
• Use behavioral questions and use this follow up question. Ask: “What would you do differently next time?” That’s hard to fake.

Don’t Lose the Human Touch

AI can speed things up, but it’s the human aspects, such as honest conversations, thoughtful feedback, and small personal touches, that actually close great hires. Keep time carved out for that.  AI tools should allow you to have more time so that you can do what’s important and have more human conversations. 

How We Use AI at ROCS

At ROCS Grad Staffing, we use AI to take care of the repetitive stuff like parsing resumes, scheduling interviews, and drafting messages. But every candidate still gets reviewed by a real recruiter who understands your team, your goals, and your culture.

That’s how we help you move fast and hire right.

Want help figuring out what tools make sense for your hiring goals? Let’s talk. Shoot us an email at hello@rocsstaffing.com or give us a call at 703-579-6677