Artificial intelligence is reshaping the hiring landscape in significant ways. AI-generated resumes, cover letters, and interview preparation tools are becoming common. While automation helps job seekers apply faster, it also creates new challenges for employers who must now manage higher volumes of applications, many of which are enhanced or fully generated by AI.
It can be tempting for employers to respond with more automation. However, the strongest hiring decisions still rely on human expertise. As Kristen Kunath, Director of Hiring at myHR Partner, explains,
"AI is a tool. It can help refine your message, but it cannot replace the substance or the human judgment required to hire well."
At myHR Partner, we utilize technology when it’s beneficial and rely on people where it matters most.
AI tools can structure a resume, fix grammar, and polish language. What they cannot do is communicate a person’s true impact.
Kristen shares, "AI can make a resume sound polished, but without human refinement, it lacks depth and specificity."
This becomes especially clear during the interview process. When candidates cannot speak to the accomplishments on their resume or provide meaningful examples, AI-generated language is easily revealed.
Job seekers should use AI as support, not as a substitute. The details that define who they are, how they work, and what they have achieved must come from real experience.
Employers who want to ensure authenticity and fairness in hiring benefit from partnering with an experienced team like ours. Learn more about the people behind our approach.
Because AI tools are widely available, a well-crafted resume is no longer a bonus. It is the baseline. Kristen explains, "For professional roles, I now expect candidates to use available tools, including AI."
However, personalization still matters more than ever. Employers want:
AI can refine language. The candidate must provide substance.
While candidates are increasingly using AI to enhance their applications, employers also need to be careful about how they lean on AI in the hiring process. New regulations are emerging across several states that limit how much decision-making power AI and automated tools can have in screening, ranking, or evaluating candidates. Employers must ensure that any technology used in hiring remains compliant, transparent, and free from bias. For companies hiring across multiple states or managing compliance obligations, our team helps ensure a consistent, human-led, and compliant process that protects both the organization and the candidate experience.
Explore our HR Compliance Management Services to see how we support risk reduction in hiring.
The more AI becomes part of the job application process, the more human authenticity stands out. Kristen summarizes this well: "The best candidates use AI to enhance, not replace, their unique voice."
A successful hiring process today should:
This is the foundation of the myHR Partner model. Technology enhances efficiency, but people make the decisions that matter.
If you want to explore how a people-first model can support your organization, visit our Outsourced Hiring Services to learn more.
Do:
Use AI for structure, clarity, and proofreading.
Do not:
Let AI write your story.
Always:
Connect your values and accomplishments directly to the role and company.
Our approach to hiring is designed for organizations that want strategic support, consistent processes, and a trusted partner rather than a transactional recruiter. Unlike staffing agencies or AI-driven screening tools, our hiring services provide:
A fully managed hiring process.
We handle sourcing, screening, interviewing coordination, and communication with candidates from start to finish.
Structured and compliant hiring across all 50 states.
We ensure every step of the hiring process follows federal, state, and local requirements, including multi-state compliance and pay transparency rules.
A collaborative, people-first approach.
We take the time to understand your culture, values, and expectations so every candidate experience reflects your organization authentically.
Transparent pricing with no commissions or placement fees.
We are not recruiters. We act as a true extension of your team, without the incentives that often complicate agency relationships.
Human insight supported by helpful tools, not driven by them.
We use technology to support efficiency, but real humans review resumes, conduct screenings, and guide decisions.
Candidate experiences that strengthen your employer brand.
Every applicant receives clear communication, respectful treatment, and a consistent process that reflects positively on your organization.
Learn more about our approach or download our Free Whitepaper, “7 Tips for Finding and Retaining Talent”
myHR Partner provides outsourced HR services for small and mid-sized businesses, nonprofits, and private foundations across the United States. We support organizations that want experienced, strategic HR leadership without the need to hire full-time staff. Our team manages hiring, compliance, employee relations, HR administration, and more, always with a people-first, partnership-based approach. Clients rely on us for consistent, multi-state compliant support that reduces risk and strengthens their workplace experience.
AI alone cannot hire the right people. Let our experts help you build a strong, authentic hiring process that blends efficiency with real human insight.
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Request a Consultation to discuss your 2026 HR needs with our team and receive a customized outsourcing proposal unique to your organization's needs.
Should employers use AI tools to screen resumes?
AI can help with keyword identification, but it often misses context, soft skills, and red flags. Relying solely on AI creates risk and can cause strong candidates to be overlooked.
Are AI-written resumes reliable?
They can be helpful for formatting, but accuracy and authenticity must be verified. Human review is essential.
Do AI-generated cover letters matter to employers?
They are acceptable only when personalized. A generic AI cover letter adds no value.
Does AI increase legal risk in hiring?
Yes, especially if it introduces bias or fails to follow compliance requirements. Human oversight is essential.
How can hiring teams adjust their interview approach for the AI era?
Ask for specific examples. Use work samples or practical tasks. Look for details that AI cannot produce.