Recently, an AI trainer told me that the “best” way to run a recruitment process is to upload the job description, CVs and cover letters into AI and let it produce a shortlist.
This is terrible advice, and really risky.
There’s a lot of noise at the moment about using AI to make your recruitment processes more efficient. At Hive, we’ve invested heavily in technology to make recruitment smoother and more transparent. Our clients can see candidates clearly, track progress and avoid endless inboxes full of CVs.
But we do not use AI to decide who makes the shortlist. Because AI doesn’t see what we see.
It doesn’t spot potential in the same way. In doesn’t understand context, or the sensitivities around constituents who may have applied for a local role. And it doesn’t recognise how skills transfer into completely different environments.
Some of the strongest candidates we’ve placed would never have made it through an AI-led sift.
– A former bank manager who stepped back to raise a family and later ran a Slimming World group. Outstanding with people, commercially aware, and more than capable of running a busy constituency office.
– A retired police officer. Decades of experience handling complex, emotional situations. Calm under pressure. Exactly what you want in a caseworker.
– Someone from hospitality. Brilliant communicator, deeply embedded in their local community, and completely at ease dealing with the public.
None of these CVs scream “parliamentary experience” or other keywords that AI would look for; but they all scream capability if you know what you’re looking for.
Our years of experience working with MPs and their teams mean we understand what works in a team, in a role, and in very specific environments. Technology should support that process and not replace it.
If you want to get your recruitment right the first time, come to us, not to your AI platform.
