How Genuine Engagement Wins in an AI-Heavy Hiring World
Publié le 23 October 2025
Imagine a job candidate perking up about a new role, diligently applying with everything required … and then getting an automated “thanks, but no thanks” AI message.
What does that say about your employer brand?
It’s cold and impersonal.
Candidates (yes, even the ones who aren’t the best fit) deserve a more human, kind approach. While you can still use AI to help streamline some of your hiring processes, maintaining genuine engagement is non-negotiable.
Let’s take a closer look at why human connection holds so much weight in an AI-driven hiring process.
Authentic interactions leave a lasting impression and encourage more candidates to say “yes”
AI can handle repetitive tasks, such as screening, scheduling, and sorting. That’s super helpful. But connection is what people remember.
Most candidates know their resume is one of hundreds.
What they don’t forget is how your company made them feel during the process. Unfortunately, most first impressions of employers fall flat.
➜ A thoughtful reply, a question that shows you actually read their application, or even a direct yet respectful rejection … these moments signal genuine care. It’s what people remember and talk about. And it’s what shapes your reputation as an employer and as a business people want to work with.
If you want to build a humanized candidate experience, start with these best practices:
Let automation handle the mechanics, not the message
39% of recruiters said AI-powered hiring tools helped reduce their stress levels in 2024, so definitely use them. But know where to draw the line.
For example, use AI for reminders or scheduling, but humanize the content. Candidates can tell when a rejection is generated by a tool. It lands differently when it comes from a person who took two minutes to reflect on their application.
Personalize in a way that feels earned and aligned
Avoid flattery or generic praise. Instead, point to something specific. (Like how they framed a project, or a unique skill that stood out.)
Specific feedback and active listening shows they’re more than a resume.
Pay attention to verbal cues and non-verbal cues, too. Look at eye contact, body orientation, and emotional engagement and try to mirror those to create stronger connections when you’re in-person or meeting via video.
Be honest when they’re not the right fit (and invite strong applicants to reapply)
Many candidates appreciate honesty when you frame it respectfully. When possible, invite strong applicants to apply again in the future, and mean it.
Here’s an example:
“Thank you so much for the thoughtfulness you put into your application, Sarah. We’ve chosen to move forward in another direction for now, but we truly enjoyed getting to know you. We hope you’ll keep in touch and consider us again in the future. We post new roles nearly every quarter.”
Create small opportunities for real conversation
Even a five-minute chat can deepen trust and offer insight into how your team communicates internally. Try a casual check-in before the final hiring round, or a personalized email post-interview.
Also, don’t be afraid to talk about personal interests and connections, too. (Within reason.)
If you attended the same university as the candidate did, have a chat about your experience. If you both down an iced matcha every morning, talk about your favorite drink spots. This breaks down barriers and builds rapport.
Most importantly, it turns your hiring process from transactional to relational, which encourages more candidates to say yes, refer others, and speak well of your brand.
54% of candidates have declined a job because of poor communication, so taking this seriously is a must.
Make respect a habit, not a gesture
Train recruiters and hiring managers to approach every candidate conversation with care, whether it’s a quick phone screen or a final-round negotiation. These micro-moments affect how people talk about your company long after the process ends.
Genuine engagement and active listening aren’t branding tactics.
They’re the foundation of how you build credibility in a hiring market where so much feels transactional.
Data from genuine engagement helps you refine the hiring process and improve your company culture
There’s rich data you can learn from when you genuinely engage with candidates.
Ask them bold questions, like:
- How do you think we’re doing so far throughout the interview process?
- What would you change about our interview process?
- What does an ideal company culture look like to you?
- What intrigued you about our specific company?
- What is a non-negotiable for you?
When you ask every candidate these questions, you’ll soon discover patterns that matter most.
For example, if you run a cybersecurity firm, candidates might often ask if you offer practical training programs on SLAM cyber security and how you support continuous skill development to stay ahead of evolving threats.
In this case, not implementing training and development opportunities could become a barrier to attracting top talent. Prioritizing ongoing education as part of your company culture going forward should be a non-negotiable.
Here are some other areas to explore when engaging candidates that can provide valuable insights:
Work-life balance expectations
Ask candidates to share what flexibility or support they need to thrive, such as remote work options, flexible hours, or mental health resources. This helps you identify if your policies align with what top talent values.
Feedback and communication preferences
Learn how candidates prefer to receive feedback or updates during the hiring process. This can help you improve the candidate experience and show respect for their time and effort.
Diversity, equity, and inclusion (DEI) priorities
Candidates might ask about your company’s DEI initiatives or how inclusive your culture truly is. (Their responses reveal if there’s a genuine interest in your company messaging and what you might need to improve.)
Career growth and advancement clarity
Candidates often want clear paths for promotion or skill progression. See if they notice gaps or ask you about transparent development plans or mentorship programs.
Company mission alignment
Learn how candidates connect with your company’s mission and values. If many feel misaligned or uninspired, it’s a signal to revisit how you communicate your purpose internally and externally – and to strengthen your business storytelling so it resonates more authentically
Team dynamics and leadership style
Candidates may be curious about team collaboration, management approaches, or leadership support. These insights help you gauge whether your leadership culture attracts or repels talent.
Incorporating questions around these themes during candidate conversations helps you gather nuanced data.
Use them to improve both your hiring process and workplace environment continuously.
Human engagement helps brands better anticipate a candidate’s cultural fit
AI alone can’t evaluate cultural fit.
While AI helps with objective factors like skills and experience, it can’t assess whether someone will truly align with your company’s culture, values, or work dynamics.
Engagement during the hiring process fills this gap.
When you have genuine conversations with candidates, you learn how they:
- Align with your company’s mission and day-to-day culture
- Communicate and handle tough situations
- Approach teamwork and collaboration
- Adapt to change and solve problems
For example, if you ask candidates about a time they dealt with conflict or how they like to give and receive feedback, you’ll get real insight into how they might fit your culture.
Picture a fast-moving startup that prizes creativity and agility.
Candidates who tell stories about pivoting quickly or experimenting with new ideas will likely fit in well. But someone who prefers strict routines might struggle with such an innovative environment.
You can also notice things like:
- Whether candidates ask thoughtful questions about your team or values
- Their tone and energy during conversations
- How open and curious they seem
These conversations help you avoid hires who might leave quickly or clash with the team. They also give you a chance to highlight what makes your culture unique and builds teams that really work well together.
Wrap up
Genuine engagement uncovers insights AI can’t, improves the candidate experience, and shapes a culture that attracts top talent.
➜ Be sure to focus on meaningful conversations, listen closely, and use candidate feedback to improve your interview and hiring processes.
Ready to transform your hiring with genuine engagement? Start asking bold questions and make every candidate feel seen. And if you’re looking for top-talent, explore our pro candidates here.
FAQs
1. How can I engage candidates effectively during the hiring process?
Personalize communication, provide clear and transparent information about the process, and offer opportunities for candidates to interact with current employees. Regularly follow up with personalized messages.
2. Why is genuine engagement important in the hiring process?
Genuine engagement builds trust, helps assess cultural fit, and strengthens your employer brand, making top candidates more likely to apply and accept offers.
3. How can I personalize candidate outreach without being intrusive?
Personalize outreach by referencing a candidate’s specific skills or experience. Use relevant job details or mutual connections. But avoid overwhelming them with excessive follow-up.
4. What role does company culture play in candidate engagement?
Company culture is important because candidates want to know if they’ll align with the team’s values and work environment. Genuine engagement reflects the culture, which helps attract like-minded candidates.
5. How do I maintain engagement with passive candidates?
Stay connected by offering value, like industry insights, company updates, or invitations to events. Periodically check in without pressuring them to apply. Maintain a relationship for future opportunities and to inspire genuine interest.
6. How can AI be used to support candidate engagement?
AI can automate administrative tasks (e.g., scheduling, screening) and provide personalized insights based on candidate behavior. However, human engagement is essential for building meaningful connections.
7. How do I ensure candidates feel valued during the recruitment process?
Offer timely and constructive feedback, involve them in meaningful conversations with team members, and express genuine interest in their skills, experiences, and career aspirations.
