Embracing AI to Transform Recruiting Workflows
Everyone is talking about AI, and for good reason. In recruiting, we’re finally getting access to tools that let us do what we always wished we had time for. AI is giving recruiters the ability to take on tasks that once required hours of manual work, allowing us to be faster, smarter, and more consistent in how we execute. AI is helping us build better candidate lists, automate early-stage screening, and even customize how we communicate.
This isn’t theoretical—it’s happening now. We’re using it to do things like quickly create search intake documents, candidate-facing job descriptions, and the research logic needed to direct sourcing teams. All of this can be generated using just a transcript and a job description. What once took hours now takes less than a minute. The potential here is huge. For recruiters who have ever wished they could delegate detailed, time-consuming work, AI offers the solution we’ve been waiting for.
AI-Powered Recruiting Starts at the Search Kickoff
I’m attacking AI implementation in stages, and I’ve started by focusing on the part of the recruiting process that requires the most time and accuracy—search kickoff. It’s also the stage where recruiters most often cut corners, even when they know they shouldn’t. With the right inputs—a good search transcript and a job description—we’re able to generate formal search intake documents that go into our database, outlining every key detail. From there, we can create a candidate-focused job description that highlights what’s in it for them. This is the version we use in job postings, email blasts, or follow-up calls.
We also generate the search logic guide: Boolean strings, zip code radius filters, relevant keywords—everything a research team needs to execute. With this in hand, even outsourced or offshore teams can stay laser-focused from day one. AI ensures accuracy, saves time, and reduces back-and-forth corrections down the line.
Building a Repeatable Recruiting Plan with AI Support
One of my favorite use cases is the Search Strategy Outline. It’s a document I can hand directly to a client to walk them through the exact game plan we’re going to follow. This improves transparency and adds value to the client relationship—something every recruiter should be thinking about. And for recruiters making outbound calls, we can now automatically generate search-specific voicemail scripts tailored to where the candidate came from—our database, LinkedIn, or even cold outreach.
These aren’t just basic templates. They’re structured to include humor, regional or cultural personality, and clear messaging. Rather than stiff scripts, AI builds flexible talking points. It suggests how to ask great questions and what to listen for in the answers—all customized per search. It even creates pre-screening questionnaires to test whether a candidate is serious about moving forward.
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Streamlining Candidate Interviewing and Submittals
Once we’ve engaged a candidate, AI takes over again—this time by generating a full in-depth interview guide. It includes eight skill-based and experience-driven questions specific to the job and candidate background. Just as important, it explains what strong answers should sound like and what areas to dig into further. Then we move into the submittal stage. In just minutes, I can use a resume and a transcript of our qualifying conversation to produce a clean, professional submittal document that’s client-ready.
If you’ve ever heard me speak before, you know how much I emphasize packaging and presentation. AI lets us do it better and faster. We can also create blind candidate profiles for marketing or MPC outreach. These aren’t redacted resumes—they’re custom-built documents that are fully anonymized and safe from reverse engineering.
Expanding Recruiting Reach with AI-Generated Marketing
AI also supports one of the most underused tools in recruiting: marketing. For years, I’ve talked about using MPC-based newsletters. Now, if you give me three candidate resumes, I can use AI to create an entire newsletter in under a minute. That includes blinding the candidates, writing industry-specific content about why using a recruiter matters, and drafting personalized email and LinkedIn messages. It does the heavy lifting—creating the kind of targeted outreach that used to take hours. We’re even working on AI systems that prep candidates for client interviews by anticipating the most likely questions and helping them craft answers based on their experience. It’s interview coaching at scale.
The Future of Recruiting Training and Workflow Efficiency
With everything AI can do, we’re going to save at least 10–15 hours per recruiter per week. That time can now be invested in higher-value activities—better conversations, faster placements, stronger client relationships. This isn’t just about saving time. It’s about accelerating training, improving execution, and creating a 15-month year out of a 12-month calendar. AI gives us that kind of lift. And we’re only at the beginning. AI is only as powerful as the instructions it receives—but once you understand how to direct it, the possibilities in recruiting are almost limitless.
Greg Doersching
For over 25 years, Greg Doersching has been recognized as one of the most innovative voices in the recruiting industry, having mentored and trained thousands of recruiters and hundreds of search firm owners with a thorough style and step-by-step training approach that is hard to beat. Greg has a rare combination of the in-the-trenches tactical ability to teach and mentor everyone from the newest recruiters to the more experienced emerging leaders all the way up to being able to credibly consult with the most veteran owners in the industry.
Greg has presented hundreds of workshops and keynote addresses for organizations such as the National Association of Personnel Services, American Staffing Association and the Association of Canadian Search, Employment and Staffing Services, Fordyce Forum and numerous Regional, State, and Local groups. He is consistently rated as one of the top presenters for each conference and is the recipient of the NAPS Lifetime Achievement Award for his contributions to the Recruiting Industry.
P.S. Whenever you’re ready… here are 4 ways I can help you grow your recruitment business:
1. Grab a free copy of my Retainer Blueprint
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2. Join the Recruiter Think Tank and connect with firm owners who are scaling, too. It’s our Facebook community where smart recruiters learn to make more money and get more freedom. https://www.facebook.com/groups/there…
3. Join me at our next event
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4. Work with me and my team privately
And if you ever want to get some 1:1 help, we can jump on the phone for a quick call and brainstorm how to get you more leads, more placements, and more time. https://get.therecruiteru.com/scale-now
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