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Technology is making inroads in recruitment – artificial intelligence has no boundaries

Antano įžvalgos apie DI ir personalo atranką

Antanas Giraitis, founder of AIDA Recruitment

Companies looking for employees, especially internationally, or hoping to find a "golden nugget" are very excited. Artificial intelligence has not bypassed the recruitment process. In the first stage of the selection process, it assesses the maximum number of candidates and selects those with the highest potential. While some are still hesitant to try it out, others cite the benefits of this innovation and say it is one of the most time-efficient ways to save resources. And how else can technology help attract top talent?

Risks and key values have been identified

Recruitment is currently undergoing a phase of change. HR professionals are increasingly venturing into artificial intelligence in recruitment to simplify and speed up the recruitment process. According to a recent LinkedIn report, 76% of HR managers believe that AI will have a significant impact on recruitment in the future.

According to a Gartner source, many HR managers believe there is an urgent need to start using Artificial Intelligence (AI) in recruitment functions. As many as 81% of them have carried out research or implemented AI solutions to improve the efficiency of processes in their organisation.

However, according to Antanas Giraitis, the founder of AIDA Recruitment, a candidate screening and selection agency, the use of technology in the recruitment process is still a novelty, and companies lack the knowledge of the added value of using technology in this field. Often recruiters do not want to lose the human touch and getting to know candidates personally is a priority. Therefore, without innovation, the necessary technological competences are not acquired and processes do not change. Artificial intelligence in the recruitment process is particularly relevant for companies where speed and efficiency are important and one of the goals is to fill a position as quickly as possible.

The main concern for businesses is that the recruitment process is new and unusual, and there may be candidates who miss the human factor and are unwilling to give up their time to participate in the selection process without direct contact with the employer or its representative. "From a corporate perspective, it is important to know whether it is more important for them to find as many different candidates as possible and to be able to talk to several of them, or whether it is more important to talk to one particular candidate, in which case the AI does not add any value and they should contact the candidate directly."

"Our aim is to make the first stage of the selection process more efficient by giving all candidates the opportunity to take part in a video interview at a time that suits them, while AI provides recruiters with insights into a candidate's professional experience, as conveyed through the questions they answer. This is how the candidates are selected for the second interview, which takes place with the employer", emphasised Giraitis.

How is artificial intelligence used in reality? AI can carry out candidate screening and selection, which offers unlimited possibilities to quickly interview the maximum number of candidates in video format at any location. This process ensures that the business attracts the most interested and highest-potential candidates to apply for the new job.

How to balance technology and human contact?

"While the latest technologies can make recruitment processes more efficient, it is important to strike a balance between automatically generated insights and the real context of the organisation. AI should be seen as a tool to help make a decision, not to determine it. HR professionals need to be involved in the selection process to make sure that the choices offered by the AI are in line with the values and ethics of the organisation," advised Giraitis, the head of the company that carries out the candidate screening and selection.

Empathy, intuition and contextual awareness are aspects that the AI will not be able to replace, at least in the short term. Therefore, in order to ensure a faster, data-driven recruitment process, there is a need to clearly define which criteria will be assessed by the AI and which will be assessed by the human.

According to Antanas Giraitis, AI will be an effective tool in the first stage of the selection process, and companies that are open to innovation and are able to harness the benefits of technology in their internal processes will stand out in the market and be more competitive. As technology advances, its role in the development of recruitment processes will only increase and offer new opportunities, which means that, in the long term, the AI will be an indispensable tool for companies that are competitive and want to attract employees.

AIDA Recruitment is an agency that carries out candidate screening and selection, with the main aim of making the first stage of the selection process more efficient. Candidates have the opportunity to take part in an candidate screening and selection immediately and at their convenience, either by selecting the "video interview" format on the job interview platform

or by reserving the earliest possible time for a meeting with a recruiter. Candidates' answers and presentations are evaluated using artificial intelligence and participants are then selected for a second interview with the employer itself.


Contact us for further information:


Phone: +370 616 14979

Address: Naugarduko street 3, Vilnius, Lithuania


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