We live in a world run by algorithms. Spotify tells us what to listen to, Netflix knows what we’ll binge next, and social media decides what pops up on our feeds. Recruitment’s no different - algorithms are everywhere. Job boards use them to match CVs, applicant tracking systems filter candidates, and some companies even let AI shortlist who to interview. But here’s the problem: recruitment isn’t just about ticking boxes or scanning keywords. It’s about people, and people are complicated. That’s why human expertise still beats algorithms every single time.
Algorithms Miss the Nuance
AI is fast, no doubt about it. It can scan thousands of CVs in minutes and rank them based on keywords. Sounds efficient, right? But efficiency doesn’t always equal effectiveness. Think about how many job titles mean different things in different companies. A “Coordinator” in one firm could be an entry-level role, while in another it’s almost managerial. An algorithm doesn’t know the difference, but a human recruiter does. Humans can spot transferable skills, too. Maybe someone hasn’t worked in your exact industry but has the problem-solving and adaptability you need. Algorithms usually reject them. A recruiter looks deeper, asks questions, and makes connections that a machine simply can’t. We’ve seen this first-hand. A candidate once applied for a supply chain role but had never worked under that job title before. An algorithm binned their CV. A recruiter, however, spotted the planning, vendor management, and stakeholder skills underneath. That person not only got the job but went on to lead a team. That’s the kind of thing no machine would’ve picked up.
Culture Fit Can’t Be Coded
Algorithms don’t get culture. They don’t understand team dynamics, leadership styles, or what makes people actually stay in a role, and yet, culture fit is often the number one reason someone thrives (or doesn’t). A recruiter who knows your business can pick up on these subtleties. They’ll notice if a candidate values flexibility over hierarchy, or if they’re better suited to a fast-moving environment than a process-driven one. Those details never show up on a CV, and no line of code can read them. It’s why so many “perfect on paper” hires don’t last - because recruitment isn’t just about matching skills, it’s about matching people to people. And let’s be honest, culture can make or break someone’s entire career.
The Human Touch Builds Trust
Here’s something algorithms will never do: give honest feedback, prep you for an interview, or reassure you when nerves kick in. Candidates don’t just want to be matched to a role, they want guidance. They want to know why a job is right for them, or why it isn’t. For employers, the same applies. A recruiter can advise on salaries, share market insight, and even flag when expectations don’t line up with reality. That honesty saves time and money, but more importantly, it builds trust - something you can’t get from a machine.
Technology Works Best With People, Not Instead of Them
Don’t get me wrong, tech has its place. Algorithms are brilliant at handling volume and cutting admin. They can speed up shortlisting and reduce the clutter, but recruitment works best when technology supports people, not replaces them. Think of it like this: AI can bring you the haystack, but only a human can find the needle. The best results come when recruiters use algorithms as a tool, then apply their expertise to interpret, challenge, and add the context that machines miss. At Alchemy, that means combining global networks and market knowledge with the efficiency of technology - a balance that keeps the process smart and human.
Real Careers Aren’t Data Points
One last thing to remember: people aren’t spreadsheets. Careers are shaped by ambition, values, and sometimes just gut feeling. You can’t measure those with an algorithm. Recruiters listen to the story behind the CV. They ask why someone moved jobs, what they loved about a role, or what they never want to do again. Those conversations are where the real magic happens and where long-term matches are made. When you rely purely on algorithms, you lose that story. You get data, not people and data alone will never build lasting careers or teams.
Final Thoughts
Algorithms can crunch numbers, but they can’t read between the lines. They don’t understand ambition, personality, or potential. That’s where human recruiters will always win. So yes, let technology make recruitment faster, but when it comes to making the right choice (the one that sticks), human expertise still beats the algorithm, every time.
