Recruitment technology should make hiring more human, not less

By Justin Somerville-Cotton

I recently spent time at the University of Kent talking to students about the role of platforms like Tazio in graduate recruitment and what employers look for when they hire someone.

It was a really enjoyable experience. The room was full of questions, curiosity and some nerves about what comes next. For many, the transition into working life is just around the corner, and they're entering a challenging jobs market.

Things have changed since I was starting out. The internet existed, just about, but most applications were completed on paper and sent in the post, and interviews and assessments were always in person. Opportunities were perhaps harder to access, but you were competing against fewer people.

Some things haven't changed though. Candidate experiences varied between organisations then, just as they do now – ghosting applicants isn't new, even if it feels increasingly common in 2026.

This week, I'll be at IHR's Recruitment Technology Conference, surrounded by innovation that is driving change across our sector. But it's the students I met in Kent who'll be at the front of my mind – how can we create experiences that keep them engaged and motivated as tech plays a greater role in the process?

Your first job search is a big deal

When volumes run into the tens of thousands it’s easy to forget that behind every application for a graduate position is a person taking their first tentative career steps.

They’re eager to put years of studying into practice, move towards financial independence and prove they're ready for the next chapter.

That's why recruitment processes matter. They shouldn't simply help employers reduce numbers, they should give people a fair opportunity to show what they can bring and make sure they’re not demoralised by the process if they’re not successful.

AI isn't the enemy. Poorly designed processes are.

Young people don’t tend to put ‘AI’ and ‘fair opportunity’ in the same sentence. No doubt it will be a big talking point at the IHR conference and it's easy to blame AI for many of the challenges graduates face.

But we need to distinguish between technology that makes decisions and technology that helps people make better ones.

Automation can handle repetitive tasks such as scheduling interviews, sending updates and moving candidates through a process. Done well, it creates consistency and reduces the administrative burden on recruitment teams.

That gives them more time to focus on the human parts of their job: supporting candidates, assessing evidence and making decisions.

Give people a chance to show their potential

Something else I discussed with students in Kent was what employers are really looking for during an assessment, which was my chance to bust a few myths.

It's rarely about finding someone who knows all the right buzzwords. Employers want to understand how people think, communicate, solve problems and respond to challenges. A well-designed assessment can help you understand how a candidate might approach a real situation.

For graduates who lack years of professional experience, assessments are a fair and transparent way to show their potential. They might have developed teamwork through university projects, resilience through balancing deadlines or sound judgement through a part-time job.

Those experiences count and recruitment technology can help employers recognise them, rather than favouring candidates whose CVs tick certain boxes.

Getting the balance right

The two events highlight different sides of the same conversation: technology and people. While innovation continues to reshape recruitment, the goal will always be to help people find the right opportunities and help organisations find the right talent.

The right tech solution can strengthen that thread. Whether the answer involves AI, automation or new assessment methods, the same principles apply. Technology should be transparent, accessible and easy to understand, supporting better decisions without losing sight of the person behind every application.

The most exciting opportunities aren't just about making recruitment faster or more efficient. They're about using technology to create fairer, more engaging and more human hiring experiences.

If you’d like to chat about how Tazio does that, email me at justin.somerville-cotton@tazio.co.uk

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