Chad Delligatti, CEO and owner of InnoSource, along with Brett Johnson and Carol Ventresca, explores the world of Artificial Intelligence (AI) in recruiting.
We cover the journey of recruitment technologies, the significance and challenges posed by AI, and how to balance Technology with the crucial human element within the hiring process.
Reflecting on his last 25 years at InnoSource, Chad says it’s clear that recruiting has transformed dramatically. When he started in the industry, resumes arrived by fax machine; job postings were placed in classified ads.
Over time, technology sped up processes: websites, email, and digital applicant tracking systems (ATS) entered the scene. However, never before have we experienced changes at the pace we see today, largely driven by AI 05:06.
AI’s impact on recruiting is evident in both everyday workflows and at the organizational strategy level. InnoSource’s recruiters who use AI are seeing significant improvements in efficiency, accuracy, and capacity.
The ATS has evolved from a resume sorting tool into a powerful data-processing engine powered by AI. Previously, recruiters had to manually sift through hundreds or thousands of resumes—a process both time-consuming and error-prone.
Now, AI-enhanced ATS systems quickly process vast numbers of applications, touching every candidate within 24 hours and reducing the time to offer dramatically (from over 20 days to about 9 days in our case) 13:49.
These tools free up recruiters to focus on building Relationships, rather than being bogged down solely by administration.
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There’s a misconception that AI—and ATS systems in particular—remove the human element from recruiting. That’s not the case with InnoSource’s approach. AI augments the recruiters’ capacity, ensuring high efficiency, but every crucial hiring decision remains in human hands 16:10.
Job seekers should focus on authentically presenting themselves. While it’s tempting to let AI generate resumes and cover letters, your individuality can be lost—and employers are getting better at spotting artificially generated or fraudulent material 38:30.
For employers, the primary advice is to take it slow and plan: define your goals with AI, get leadership buy-in, prepare your data, and ensure your processes are clearly defined before implementing any tools.
FAQ
How is AI changing the recruiting process?
Chad Delligatti explains that AI has greatly increased speed and efficiency in recruiting by automating initial resume screening, improving candidate engagement, and allowing recruiters to process significantly more applications with accuracy. However, human oversight ensures that final decisions still consider personal fit and judgment. See details at 07:14 and 13:36.
Does using AI in recruiting mean less human interaction for job seekers?
No. According to Chad Delligatti, AI frees up recruiters’ time from administrative tasks so they can focus more on building relationships with candidates and clients. The human element remains essential for final hiring decisions and ensuring a good match. Learn more at 15:25 and 33:24.
How can job seekers be more successful when applying to jobs with AI systems?
Job seekers should ensure their applications and resumes are accurate, original, and tailored to each job description. Chad Delligatti emphasizes that fundamentals and integrity matter, and warns against scams or unethical shortcuts such as using AI-generated fake credentials. He also recommends carefully following instructions in online forms. Get advice at 38:20 and 51:06.
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Recorded in Studio C at 511 Studios. A production of Circle 270 Media® Podcast Consultants.
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Copyright 2026 Carol Ventresca and Brett Johnson
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The views and opinions expressed by the Experts interviewed on this podcast are their own and do not necessarily reflect the views of the podcast hosts or any affiliated organizations. The information provided in these interviews is for general informational purposes only and should not be considered as professional advice. Listeners are encouraged to consult with qualified professionals for specific advice or information related to their individual circumstances. The podcast host and producers do not endorse or guarantee the accuracy, completeness, or reliability of any information provided by the experts interviewed. Listener discretion is advised.
