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Contents
What It Means to Be an Employer of Choice Today
Being an "employer of choice" used to mean offering a higher salary than the company across the street. Today, it's about how companies treat candidates, not just their existing employees. People care about growth opportunities, flexible schedules, inclusive environments, and fair, respectful hiring experiences. If you're slow, inconsistent, or unclear—they'll move on.
As a recruiter in HR, you're well aware of how quickly the recruitment landscape and expectations can change. That’s why, with the current trends of artificial intelligence, it’s only natural that we find ways to integrate it into recruitment and adapt to actualize our new visions of workforce productivity.
Candidates Expect More—and They Should
Top candidates won’t wait weeks to hear back or chase someone for an update. They want:
- A clear, fair process
- Respect for their time
- Feedback they can trust
- And a shot that’s not decided by unconscious bias/a chance to succeed
AI candidate screening makes it easier to deliver all of that, while keeping things efficient for your team. The companies doing this well aren’t using AI to replace people. They’re using it to free them up to focus on the parts of hiring that actually require a human.
Younger candidates, especially Gen Z, expect employers to respect their time and communicate clearly. They’re paying attention to how they’re treated during the hiring process, and they aren’t afraid to talk about it online. Your candidate experience directly impacts your brand.
How an AI Recruiter Changes the Game (Without Sounding Like One)
Let’s be real, some AI tools for recruiting still feel robotic and weird. That doesn’t help anyone. That’s why a lot of teams are switching to platforms that sound more natural, like AI voice interviews and smart video interview software that can carry real conversations.
These tools also don’t just collect video recordings, they:
- Engage and screen immediately after an application
- Ask dynamic follow-up questions
- Flag strong candidates
- Provide structured, shareable feedback/summaries
- And plug straight into your ATS
Tools like HeyMilo are designed to do this across channels. With interactive, automated engagement and screening through WhatsApp, text, email, voice, and web—so candidates can complete interviews anytime, anywhere.
What Leading Companies Are Doing With AI and AI Recruiters
Here’s what some well-known companies are already doing with AI in hiring:
- Amazon built AI tools that help applicants find the right roles and speed up resume screening.
- Unilever saved £1 million and 100,000 hours by using AI to screen candidates and analyze video interviews.
- Siemens cut hiring time from 150 to 60 days with AI tools that shortlist candidates and match them to jobs.
- Hilton uses AI chatbots to answer candidate questions and schedule interviews.
- Domino’s uses an AI recruiter to analyze candidates - running every applicant through the same steps and give consistent feedback through video interview software.
Why Transparency (and Data) Help You Win and How AI Recruiters Build Trust
Candidates want to know:
- What’s being evaluated
- How the process works
- When they can expect updates
Tools like HeyMilo make this easy to roll out across roles and locations. Whether you're hiring 10 or 1,000, candidates still get a consistent, respectful experience.
It’s a small shift in tools, but a big shift in how people experience your brand.
They also give you the kind of data with comprehensive insights that you can act on. Making it especially helpful to see how candidates are performing for every role, where drop-offs happen, and which roles are taking too long to fill.
Final Thoughts
If you care about hiring the right people, and giving them a reason to stick around–it’s worth taking a look at how your hiring process feels on the inside.
Sometimes teams know their process isn’t great, but they’re not sure what to fix. Like the old Henry Ford quote: “If I had asked people what they wanted, they would have said faster horses.” Most teams aren’t actively searching for an 'AI recruiter'—they’re trying to reduce friction, move faster, and hire more effectively. Once they try it, they realize it’s the tool that actually gets them there.
A lot of our customers started by just trying it. Many of whom ran a few interviews internally or with a small group of candidates, saw how everything fit together, and realized it made life easier for both their team and their candidates. They now encourage others to do the same.
We offer free access upfront, so you can see how HeyMilo actually fits into your process. You can see the interview flow, review live candidate results through your dashboard or in your ATS, and get a feel for what it would look like across your team. That way, you’re seeing what works and can move on quickly if it isn’t what you envisioned.
And if you’re ready to go further, book a demo.
We’ll walk through your goals, how we plug into your existing systems, and how teams are using an AI recruiter to multiply their workforce, and deliver a hiring experience that actually reflects their brand.
And when it all works together, your systems, your team, your values—you start to strengthen a kind of reputation that candidates talk about for the right reasons.
That’s what being a trusted employer looks like. And that’s what leads to strong teams, better hiring outcomes, and long-term growth.
Get started for free, or book a demo to see how an AI recruiter can look in action.
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