Why AI-Generated Job Posts Often Fail to Engage Candidates?

AI has become an integral part of hiring and recruitment efforts today. Many recruiters, founders, and HR teams are relying more and more on AI tools for creating job postings and outreach communications.

One of the biggest reasons for this increased reliance is the ability of AI to process information faster than humans & assist in processing large numbers of openings at one time.

While AI may be able to produce job postings and outreach communications at a faster pace than a human recruiter, the quality of these postings & communications is often generic and is deprived of a sense of personality or tone. As a result, many teams must spend additional time reviewing and rewriting the AI-generated postings and communications.

Thus, the AI tools can trigger additional delays in the hiring process. The hiring team will have to spend time reviewing & rewriting those items before sending them out to candidates. This is where the majority of hiring workflows experience a delay due to the time spent correcting these shortcomings.

The article discusses how AI-generated hiring content fails to convey tone in hiring communications and provides examples of how AI-humanizing tools can improve the quality of AI-generated hiring communications.

Why Do AI-Generated Job Postings & Outreach Communications Fail So Often?

Hiring teams utilize AI for hiring content (job postings, outreach communications) primarily to provide time-saving solutions to the challenges associated with scaling hiring efforts.

AI’s primary advantage in hiring content is its ability to produce hiring-related content consistently, efficiently, and rapidly. While the clarity of the content is typically sufficient to meet the needs of hiring teams, the tone and personalization are not always successfully communicated.

Tone is a critical component of hiring communications, and AI’s focus on efficiency and rapid production often leads to a disconnect in the way that hiring communications are perceived and processed by hiring teams and potential candidates.

Common Issues Associated with Using AI-Generated Hiring Content Without Refinement

There are several common issues associated with using unrefined AI-generated hiring content, including:

• Use of overly formal or corporate language.
• Repetition of similar sentence structure.
• Generic job postings that could apply to any employer.
• Lack of personalization in outreach communications.
• A general feeling that the hiring content was mass-produced.

As a result, these are often ignored by candidates, even if the position is a good fit.

Why is it Important to add a Human Touch to Hiring Communications?

The human tone of hiring communications plays a direct role in hiring outcomes:

• Job postings churned out in natural language attract more qualified applicants.
• Outreach communications that seem personalized tend to have higher response rates.
• Authentic hiring communications build trust with candidates.
• Perception of an employer’s brand improves based on whether the hiring communications seem authentic and/or written by a person.

For hiring teams that are dependent on AI to create hiring content, adding a human touch is now a necessity for building engagement.

Where Most Articles About AI in Hiring Stop Short?

Many articles discuss AI in hiring at a high level and highlight the advantages of using AI in hiring (i.e., speed, consistency), while also highlighting the disadvantages (i.e., risk of bias, excessive automation, ethics).

What many of these articles fail to address is the practical application of AI in hiring.

Recruiters are generally instructed to “add a human touch” or “review AI-generated hiring communications.” However, these recommendations are often difficult to deploy in real-world hiring scenarios, especially when hiring teams are tasked with processing multiple positions & need to scale.

Actionable Advice Alone Does Not Lead to Scale

What hiring teams require is a methodical approach to improving the effectiveness of AI-generated hiring communications without sacrificing the time savings that AI provides.

Refining AI-Generated Hiring Messages Without Manual Rewrites

Several hiring teams utilize reliable AI-humanizing tools as a post-processing tool to refine AI-written job posts and outreach messages. These tools are focused on enhancing the flow of sentences, reducing the use of robotic-sounding phrases, & creating hiring communications that are more readable and natural-sounding.

In practice, many hiring teams follow a straightforward refinement process for hiring communications:

• Utilize AI to generate a draft.
• Apply a humanization layer to the generated content.
• Review and personalize communications as needed.

Strengths of AI Tools Designed to Assist Hiring Use Cases

During the course of evaluating several AI-humanizing tools designed to support hiring teams, the following strengths were identified:

• Provide time savings compared to manual rewriting.
• Improve the tone of hiring communications without altering the intended message.
• Are easy to use for non-technical users.
• Scale effectively for multiple positions and outreach communications

Who Can Benefit from AI-Humanizing Tools?

These tools are available to all individuals who utilize AI-generated text and want to create hiring communications that sound more natural, human, & credible prior to sharing the communications publicly or professionally.

Examples of users include:

• Recruiters and hiring managers utilize AI-generated job postings and outreach
• HR teams are generating multiple hiring communications per week
• Founders and business leaders generate hiring communications, updates, or announcements related to the business.

Best Practices for Achieving Optimal Results

To achieve optimal results when using AI-humanizing tools, follow the best practices listed below:

• Start with a complete and clear AI-generated write-up.
• Avoid poorly worded or incomplete prompts before humanization.
• Use the humanization tool as a final refinement step, and not for idea development.
• Always review the generated content through the tool and make light personalizations as required.

Ultimately, human oversight will remain an essential aspect of hiring communications, especially in relation to specific roles or sensitive hiring communications.

Rajkumar Shanmugam

Head of HR

Rajkumar Shanmugam is the Head of HR at ALP Consulting, bringing over 19 years of comprehensive HR leadership experience across India and international markets. His expertise spans talent acquisition, employee relations, performance management, compliance, and HR transformation. Rajkumar has a proven track record of driving people-centric initiatives, enhancing workplace culture, and aligning HR strategy with business goals. With extensive experience in US staffing operations and global mobility, he continues to lead organizational excellence through innovation and employee engagement.