As automation takes over repetitive processes, HR leaders can make the most of the time savings by focusing on the human side of decision-making.
By Lydia Wilson
Artificial intelligence (AI) isn’t coming; it’s already busted down the door, running through the building and making its presence known. It’s shaping how people think, businesses operate, and enterprises compete in a whole new world. AI is enabling organizations to work faster and smarter, which is changing the role of HR as an effective business partner. No one is feeling this transition more readily than those on teams involved in the hiring process. As routine tasks are automated with a level of sophistication never before experienced, a surplus of candidates can be screened; and with skills analyzed in a matter of seconds and data aggregated more readily, greater attention can now be focused on the person behind the qualifications.
Dexian has been examining this shift for some time. To get a better understanding of what it means in the marketplace, the company commissioned a Work Futures study that revealed over half of employers expect emerging technologies to have a transformational impact on their business in 2025. While many employers have taken a “wait and see” approach when it comes to AI and hiring, others have undergone an AI transformation for resume screening, interview scheduling, and workforce planning with speed and consistency. Using AI has been proven to reduce inefficiencies and surface data that helps guide better decision making. At its best, AI can help companies reach the shared goal of every HR leader and hiring manager: identifying and placing talent with both speed and accuracy. As AI supports transactional processes, HR teams can redirect focus to evaluating the qualities that technology cannot measure.
Human Skills Take the Lead
Human skills are now on equal footing with technical expertise, as 92% of employers and 94% of workers agree that these capabilities are critical for the future of work. The most in-demand human skills include:
- critical thinking and problem solving;
- digital literacy and tech fluency;
- creativity and innovation;
- collaboration and communication; and
- emotional intelligence and adaptability.
These qualities require thoughtful evaluation through structured interviews, real-world assessments, and intentional planning.
From Task-Oriented to People-Centered
AI has already proven itself beneficial in the hiring process. It can sort resumes and match keywords but, at this point, it has yet been able to assess traits like curiosity, emotional intelligence, and adaptability. These human skills are hard to measure and often overlooked as “soft,” but they are central to long-term success.
The shift to a focus on human skills is particularly visible in fast-changing industries like IT, where technical qualifications can become outdated quickly, putting greater emphasis on the ability to learn and adapt. A May 2025 report from CompTIA found that nearly half of all recent tech job postings opted out of the four-year degree requirement. Even leading employers such as Google, Apple, and IBM are prioritizing skills and aptitude over traditional credentials. Identifying candidates with strong human skills and growth potential requires a deliberate and well-designed process to recognize and assess those qualities effectively.
While AI can quickly identify candidates who meet the skill requirements based on the job description, it cannot determine who will thrive, adapt, and contribute over time. This is where a person evaluating human skills plays a critical role bringing depth, perspective, and human judgment to the process. When speed and technology are balanced with thoughtful evaluation, hiring becomes more comprehensive and ultimately more successful.
What HR Can Do
To meet this moment, leaders — and more specifically, HR leaders — need to rapidly adjust and evolve. They need to communicate at new speeds, working closely with hiring managers to significantly redesign role requirements beyond written qualifications. While AI can efficiently scan resumes and match keywords, it cannot assess how a candidate approaches challenges or communicates under pressure. To uncover these qualities, interviewers need to be good at being human. By incorporating structured interviews, situational prompts, and project-based evaluations, HR teams can provide a clearer view of a candidate’s potential and help managers make more informed, balanced decisions. They’ll also help to ensure the candidate’s alignment with the company’s purpose and values.
HR leaders should also make expanding access to talent a deliberate priority. A new hiring model requires looking beyond traditional sources. It involves investing time and money in partnerships with coding bootcamps, specialty schools, and specialized training programs. This goes beyond creating a database of partners that can be called when talent is needed. There’s been a shift to developing mutual partnerships that serve both sides. It means rethinking how employees are seen across the organization and sharing what is offered in the role and, ultimately, a career within the team — growth, development, flexibility, and purpose.
Finally, HR should lead the effort to evolve how performance and development are measured. Hiring for potential only succeeds when there is a sustained investment in helping individuals continue to grow. Creating environments that support ongoing learning, promote mentoring, and reward adaptability ensures that human potential is not only identified but also cultivated. By tracking skill development in addition to performance outcomes, companies position their workforce to meet both current demands and future challenges.
Where HR Leads, Others Will Follow
The train has left the station! It’s time to get on board and embrace what AI is bringing to HR teams and organizations. As automation handles more repetitive processes, HR can spend more time on strategy, insight, and the human side of decision-making. AI efficiency with people-centered thinking is good for all.
Lydia Wilson is chief people officer at Dexian.
