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AI in Hiring: Useful, Risky, and Sometimes Illegal
AI is changing recruiting fast. Here is what works, what to avoid, and what the DPDP Act now requires.
Teknesya Networks 3 June 20261 min read
AI in Hiring: A Sober Look
Where AI genuinely helps
- Sourcing: finding qualified candidates 5-10x faster
- JD-to-resume matching at scale
- Scheduling and coordination
- Drafting offer letters and onboarding docs
Where AI breaks
- Auto-rejecting candidates based on resume parsing - high false-negative rate, and a fairness liability
- Video interview "personality" scoring - academically discredited, increasingly regulated
- Skills assessments that don't reflect the actual job
Indian regulation update
The DPDP Act requires you to disclose automated decisions affecting candidates and give them a path to human review. "The AI rejected you" is no longer a defensible answer.
A safer pattern
Use AI to expand the funnel and speed up coordination. Keep humans on the go/no-go decisions and on the candidate experience.
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