Hiring is strongest when technology provides insight and efficiency while human judgment brings context, fairness, and accountability to the final decision.
Hiring has never had more tools available to it. AI screening, automated interviews, predictive analytics, and skills platforms promise faster decisions and better outcomes. For many teams, these tools feel essential just to keep up.
At the same time, hiring is still one of the most human decisions an organization makes. It shapes culture, performance, and trust. The challenge for modern HR teams is not choosing between technology and human judgment. It is learning how to use both together in a way that actually improves hiring outcomes.
Technology stepped into hiring for good reasons. Recruiters are handling more volume than ever, which is why AI-powered tools have moved from experiment to everyday infrastructure. In one survey, 57% of companies said AI is already part of the hiring process and 74% said it has made an impact in the quality of their hires.
Today, hiring technology can help teams:
Used well, technology creates space for better conversations. It removes friction and gives hiring teams more time to focus on people rather than process.
The risk appears when tools are treated as decision makers rather than decision supporters.
No matter how advanced the system, technology only works with the inputs it is given. Algorithms reflect the data they are trained on and the assumptions built into them. That can introduce risk when context is missing. And it's not just HR worried about that bias. Research suggests only about a quarter of applicants actually trust AI to evaluate them fairly, which makes visible human oversight critical.
Hiring decisions require judgment that goes beyond patterns and probabilities. They require understanding motivation, values, adaptability, and how someone will actually show up on a team. These are not things technology can fully interpret on its own.
Over-reliance on automation can lead to:
This is where human insight becomes essential.
Read More: Are you using AI to support better talent decisions?
Human judgment brings context. It allows hiring managers and HR teams to interpret data rather than accept it at face value. It also allows for accountability, which matters when decisions impact real people and real careers.
Human insight is especially important when evaluating:
This is the space where tools like assessments and the McQuaig Word Survey add real value. By measuring core behavioral traits and motivational drivers, assessments give hiring teams structured insight that supports better judgment rather than replacing it.
Instead of relying on gut instinct alone, teams gain a clearer picture of how someone is likely to perform and engage in a specific role.
The healthiest hiring processes treat technology as a guide. It highlights areas to explore, questions to ask, and risks to consider. Final decisions still involve people. In fact, LinkedIn reports 66% of recruiters said they plan to increase their use of AI for pre-screening interviews in 2026, and 70% believe this will give them more time for higher-value conversations with candidates. Already they are using technology to give them more time to be human with candidates.
A balanced approach looks like this:
Using the McQuaig Job Survey is a good example of this balance. It helps teams define what success actually looks like in a role before candidates are evaluated. That benchmark then guides both assessment interpretation and interview conversations.
The result is not faster decisions for the sake of speed. It is clearer decisions that teams can stand behind.
Read More: How can you trust AI powered decisions?
One of the biggest promises of hiring technology is increased fairness. When structured properly, tools can reduce inconsistency and bias. That only happens when humans remain actively involved.
Fair hiring requires:
Assessments work best when they are used as part of a broader conversation. They provide insight into strengths, risks, and development needs. They do not label people or make pass or fail decisions.
Keeping humans in the loop ensures that hiring remains ethical, defensible, and aligned with organizational values.
In practice, balance shows up in small choices. It shows up in how reports are reviewed, how interview questions are framed, and how teams talk through trade-offs.
Balanced teams:
Over time, this approach builds confidence. Hiring managers trust the process because they understand it. Candidates have a better experience because decisions feel thoughtful and fair.
Technology will continue to evolve. AI will become more capable and more embedded in HR workflows. That is not something to fear, but it is something to approach carefully.
The future of hiring belongs to teams that understand how to combine speed with judgment and insight with accountability. It belongs to organizations that see hiring as a human process supported by technology, not replaced by it.
McQuaig’s approach has always reflected this balance. By focusing on behavior, motivation, and role fit, our tools help teams make better decisions without losing the human element that makes those decisions meaningful.
Striking the right balance is not about slowing down innovation. It is about making sure innovation actually improves the way we hire, lead, and grow people.
Interested in learning more about using technology in hiring? Then join our upcoming webinar on AI in HR this February the 26th. Click below to learn more!
Increasing trust in AI HR tools means using transparent, people-focused tech that supports better hiring, coaching, and team harmony.
When companies make their values a true cornerstone of the organization you can see it reflected in how work is achieved.
Unlock the power of psychometric assessments with McQuaig to boost hiring, enhance team dynamics, and develop future leaders efficiently.