AI on the job: how to hire smarter, faster, fairer
27 Mar 2025
By Cindi Boudreaux, Commercial Partner NA
The use of AI platforms in contingent workforce hiring is expanding exponentially, with Recruitics reporting that 79% of organizations already use AI to enhance efficiency and accuracy in hiring processes. The advantages are manifold, from scalability to streamlining hiring and onboarding processes to project traffic management.
AI offers a massive advantage in high-volume hiring, especially for companies with fluctuating workforce needs. By automating routine hiring tasks, it enables HR professionals to focus more on strategic workforce planning and building meaningful relationships with both talent and clients.
The growing role of AI in hiring and onboarding is shaping new workplace norms, however, and this necessitates the continuous scrutiny of potential ethical issues and policy adjustments.
1. AI in managing the contingent workforce
The global AI in workforce management market is projected to expand from US$1.9 billion in 2023 to US$14.2 billion by 2033 – a Compound Annual Growth Rate (CAGR) of over 22%. For contingent workforce purposes, AI-driven platforms help businesses quickly source and evaluate independent contractors through automated talent-matching.
AI tools can also predict hiring needs and cost efficiencies by analyzing workforce data to improve workforce planning. Large organizations are already using AI for contingent workforce management, improving placement speed and job-fit accuracy. According to McKinsey, AI forecasting engines can automate up to 50% of workforce-management tasks, offering cost reductions of 10% to 15% while gradually improving hiring decisions and operational resilience.
2. AI’s role in streamlining hiring processes
From first steps to post-offer, via job ads, interviewing and performance management, AI has a role to play in the hiring process. And it’s really taking off – according to Boston Consulting Group, between 70 and 80% of the companies that have adopted AI are using it for HR purposes. Soon, this could include at least half of all companies. Candidate assessments driven by AI are shown to halve time-to-fill, making hiring workflows more efficient while also ensuring a better for the job.
Programmatic job advertising uses AI to refine ad spend, placement and timing based on performance metrics in real time. AI can save time spent reviewing applications, evaluating resumés based on pre-set criteria such as skills, experience, and keyword parameters. The same goes for candidate assessments and interview scheduling, reducing time-to-hire while enhancing speed and accuracy.
3. Enhancing onboarding with AI
Tailoring the onboarding experience to new hires can improve engagement and retention. Because AI provides smoother transitions and support, employees onboarded with the help of AI are 30% less likely to quit within their first year. One of the beauties of AI-driven platforms like Enboarder is that they’re really easy to personalize, and they can handle repetitive onboarding steps like paperwork processing and compliance training, freeing up consultants to bring a hands-on approach to priority hiring activities.
The candidate experience can be supported by AI offering personalized learning paths, interactive chatbots for real-time support, and automated task reminders for a more seamless transition into new roles. Even mentoring can be helped along by AI platforms. Tailoring training modules and onboarding schedules to individual skills and preferences helps new hires feel more engaged, confident, and productive from day one.
4. AI in skills-based hiring
Because it is constantly evolving, AI is increasingly used to identify transferable skills – a trend to watch for 2025 – so that recruiters no longer have to rely on traditional qualifications to identify suitable candidates. As businesses shift toward skills-based hiring, AI can play a crucial role in identifying candidates who may not have ‘traditional’ qualifications but nevertheless have exactly the competencies a role needs. The Glider AI Lighthouse Research Report 2025 found that the cost burden of unclear skill assessments is a concern for more than 70% of employers. AI-driven evaluations should help to close this gap by ensuring hiring decisions are based on actual, proven competencies rather than inferred qualifications. AI also helps employers identify candidates with adjacent skills, which allow them to adapt faster to changing project demands and industry shifts.
AI-driven assessments can analyse work history, industry trends, and related experiences to predict a candidate’s adaptability. This is especially useful for contingent workforce hiring, where speed and efficiency are critical. It helps businesses to identify job-ready candidates faster, fill critical skills gaps without the need for extensive training, and make data-driven hiring decisions based on real-world competencies rather than resumés alone.
Conclusion: proceed with prudence
As AI continues to transform contingent workforce hiring, offering speed, efficiency, and data-driven decision-making to the benefit of both employers and candidates, its rapid adoption also raises ethical and regulatory challenges. When integrating AI into hiring, onboarding, and workforce management, businesses must strike a balance between automation and human judgment. Embracing AI responsibly offers your organization a competitive edge while fostering a more agile and adaptable workforce, fit for fluctuating demands.
