Report

How AI is Transforming Trust for Staffing Orgs

AI and automation are reshaping staffing

No industry is closer to the hiring process than HR itself. As AI and automation transform recruiting practices across sectors, talent acquisition organizations are both architects of and participants in this evolution.

Their dual role offers unique insights into what works, what doesn’t, and what the future of fair, efficient, and human-centered hiring should look like.

To uncover how the recruitment industry is adapting to AI, Checkr surveyed 1,000 professionals in the space—500 HR managers and 500 candidates who recently completed interviews.

This report explores the current state of hiring in the HR field, highlighting alignment between employers and candidates, persistent disconnects, and forward-looking strategies that can build trust and foster success for both sides.

Top takeaways

HR teams’ AI adoption is growing

60%
of HR teams are actively using or piloting AI in hiring.

Candidates are using AI, too

68%
have used AI during their job search.

Silence is a sore point

61% of recruiting job seekers say not hearing back after applying is their #1 pain point

#1

Not hearing back from employers

#2

Lack of feedback after interviews

#3

Long or unclear hiring timelines / Time-consuming application processes

Transparency is lacking

54%
of candidates say they weren't clearly informed that AI was used in hiring.

Ethics matter

Data privacy and AI fairness are the top ethical concerns among both HR and candidates. Transparency about AI use and human oversight closely follow.

AI fraud is a real concern

71%
of HR managers are worried about AI-assisted candidate fraud.

Where HR leaders and candidates align

Despite their different perspectives, HR professionals and candidates alike largely agree on where AI can benefit both sides —as well as on the risks it can pose to fairness, transparency, and human connection. And both agree that while automation has its advantages, it should never come at the cost of human empathy.

AI fast-tracks hiring

69% of HR managers say AI helps reduce manual work and accelerate hiring timelines. Candidates agree—29% say automation improves speed and communication.

AI-powered tools with the most impact for HR

Background check reporting and adjudication tools
AI-powered interview summaries
Resume screening and ranking tools

Top automations candidates want

Interview scheduling
Application confirmation messages
Status updates throughout hiring process

Ethics are at the forefront

Both groups ranked privacy of personal data as their number on ethical concern when AI is used, and in general ethical priorities are aligned across both groups.

HR managers
Candidates

Top ethical concerns regarding AI and staffing agency hiring

  1. Candidate data privacy
  2. Fairness across demographic groups
  3. Human oversight
  4. Transparency into how AI-generated outputs impact hiring decisions
  5. Accuracy of AI-generated outputs
  6. Candidate consent or opt-out options

Shared fears of AI fraud

Both HR pros and candidates see AI-assisted fraud as a major concern:

71%
of HR managers are concerned about AI-assisted identity fraud
42%
of candidates say they feel concerned, uncomfortable, or upset about AI's role in assessing their application or interviews.
51%
of HR teams have implemented new screening technology or training to mitigate fraud.

However, there’s a clear split on both sides of the hiring desk when assessing what’s okay use of AI, and what’s not.

HR managers
Candidates

What do you consider to be AI fraud in hiring?

57%Using AI to generate fake or exaggerated resumes
41%Using voice-cloning or avatars to complete interviews
42%Submitting AI-generated writing samples or test responses without disclosure
27%Using job-matching AI to apply to roles without reviewing job requirements
41%Misleading employers with AI-altered headshots or video content
37%Using undisclosed AI listening tools to provide answers during an interview
10%I don’t consider any use of AI as fraud during the job search or interview process

Disconnects that could derail trust

Despite broad alignment between HR pros and candidates, operational gaps still exist. These disconnects between candidates and employers, especially in the areas of transparency, fairness, and the human touch, can threaten trust and hinder hiring.

Transparency still falls short

Even though more than half of candidates in the recruitment industry are concerned about AI being used to evaluate their qualifications as noted above, only one third of HR teams said they share AI information like:

    • When humans vs AI will review materials.

    • The specific AI tools use to evaluate candidates.

    • If candidates can opt-out or request human review.

If your organization doesn’t yet have clear policies on AI disclosure to canadidates—you’re clearly not alone. Compliance and best practices in this are still evolving. But, one thing is clear: Candidates feel more confident during hiring if they have the full picture of AI’s role in decision-making.

Candidates: How important is transparency about how AI-powered tools are used during hiring when deciding to apply for a job?

AI fairness: A perception gap

    • 47% of HR managers believe AI is as fair as human reviewers in evaluating candidate qualifications.

    • Only 34% of candidates agree; 36% actively disagree.

Is AI as fair as a human reviewer during hiring?

HR Managers

47%Yes
33%Not sure
20%No

Candidates

34%Yes
30%Not sure
36%No

Human interaction is key

71%
of candidates say hiring should involve direct human interaction.
29%
of candidates say automation made the process feel less personal.

But, only 24% of HR leaders reported hearing that sentiment from candidates, suggesting there may be a gap in how or when feedback is collected.

How HR pros can humanize automation

The gap between what hiring teams intend and what candidates experience can erode trust and cost you top talent. In today’s rapidly shifting landscape—where AI, automation, and candidate skepticism all collide—closing that gap is more important than ever.

To build trust and improve hiring outcomes, HR professionals must move beyond acknowledging problems and take concrete action.

Here are four steps every HR team can take to turn insight into impact—and close the distance between promise and practice.

Prioritize communication

Ask your team:

    • Are we clear and upfront about how and when we use AI?

    • Do our candidate communications feel human and easy to understand?

Take this action:

    • Add plain-language AI disclosures to job postings and emails

    • Publish a simple FAQ outlining your hiring process

Balance tech with the human touch

Ask your team:

    • Have we made space for personal connections during hiring?

    • Do our automated tools reflect our values and empathy?

Take this action:

    • Personalize automated messages to use warm, human language

    • Make real recruiter or manager check-ins part of the process

Train to build trust in HR

Ask your team:

    • Do our recruiters and managers understand how our AI tools work?

    • Have we created internal alignment on how to talk to candidates about AI?

Take this action:

    • Offer AI onboarding and training sessions

    • Create a shared playbook for candidate-facing communications

Lead with ethics and accountability

Ask your team:

    • Do we have a clear stance on responsible AI use by candidates and our recruiters?

    • Are we confident our tools are fair and compliant?

Take this action:

    • Add AI guidelines to your recruiters’ handbooks, including what to do when AI fraud is suspected.

    • Create and share a candidate AI policy with prospective employees before the first interview.

Building trust first:
HR firms can lead the way

Automation is reshaping nearly every stage of the hiring process. As the industry responsible for guiding how organizations hire, HR professionals have a unique responsibility—and a timely opportunity—to lead the charge on ethical, human-centered AI adoption.

But this moment demands more than simply adopting AI tools. It calls for active listening—to peers, to candidates, and to the signals indicating where trust may be breaking down.

By scrutinizing existing systems and committing to clear, inclusive, and ethical practices, HR can employ AI not just to enhance efficiency, but also to build  long-term trust and stronger candidate relationships.

How Checkr can help

Checkr is the data platform that powers safe and fair hiring decisions. Our modern staffing background checks integrate seamlessly with your hiring tech stack through 200+ integrations and our custom API, providing transparency, automation, and compliance management at scale. Over 100,000 customers use Checkr to inspire trust and deliver an outstanding candidate experience, without losing the human touch.

Ready to unlock staffing’s strategic potential with better background checks?

Connect with our team to learn more and take action as a key problem-solver for your organization.

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Survey methodology

All findings in this report are based on a July 2025 survey conducted by Checkr using the Pollfish platform. We surveyed 1,000 total participants: 500 HR managers and 500 job candidates in the human resources industry who had applied and interviewed for jobs within the past six months. Respondents answered all questions to the best of their knowledge and experience.

Disclaimer

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.