What are candidates thinking about when they apply for your open positions?
Rene Beach, President of Focus People, recently got a firsthand look at the answer during the PMI Atlanta Recruiter Panel. More than 100 people attended the event, and the questions quickly turned the evening into an open conversation about AI, interviews, resumes, and what really happens during the hiring process.
One thing became especially clear.
There is a lot of uncertainty on the talent side of the table.
For employers, understanding where that uncertainty comes from can reveal opportunities to create a better experience and ultimately build stronger connections with the people they want to hire.
Candidates Are Wondering Who Is Actually Reviewing Their Resume
AI was certainly a hot topic of the evening.
Several attendees were genuinely concerned that an algorithm might reject their application before a person ever had the opportunity to review their experience.
Rene explained that Focus People recruiters personally review resumes rather than relying on AI screening tools or chatbots to decide who moves forward. The response to that point was telling. One attendee later shared her relief in knowing that “a robot is not determining my fate.”
That comment may have drawn some laughs, but there is an important message behind it.
As organizations adopt more technology, candidates may not know where automation ends and human judgment begins. Employers that explain how their process works can reduce that uncertainty.
Transparency can become part of the candidate experience.
The Application Process May Feel Different from the Other Side
Hiring managers know what happens internally after an application arrives.
Candidates usually don’t.
They may not know who reviews their information, when they should expect to hear something, how many conversations are involved, or what the next step will be.
That information may seem routine from inside an organization. From the outside, it can make a significant difference.
The questions at the panel reinforced how much people value straightforward communication. Even a simple explanation of the hiring timeline or what to expect next can provide clarity during a process that often feels uncertain.
Silence communicates something too.
When strong applicants are considering multiple opportunities, the experience an employer creates between interviews can influence how they view the organization just as much as the conversations themselves.
AI Is Evolving How Talent Prepare
The conversation around artificial intelligence wasn’t limited to how employers might use it.
Job seekers are using these tools too.
One practical example discussed during the panel was interview preparation. An individual can record an answer, review how clearly they communicated, and use AI to critique the response or help organize their thoughts.
That creates an interesting consideration for hiring managers.
Candidates have access to more sophisticated preparation resources than they did even a few years ago. As those tools become commonplace, polished answers may tell you less about how someone thinks, communicates, or responds in an unfamiliar situation.
Interviewing may need to shift accordingly.
Instead of relying heavily on predictable questions, hiring teams can dig deeper into actual experiences. Ask follow-up questions. Explore why someone made a particular decision. Discuss an obstacle they didn’t anticipate or a time when the original plan failed.
The objective isn’t to catch someone off guard. It’s to move beyond a rehearsed response and create a conversation where both sides can determine whether there is a genuine fit.
Clear Communication Has Become Part of the Employer Brand
Candidates form impressions throughout the entire hiring experience.
The job description matters. So does the interview. But so do the smaller interactions in between.
Was the next step explained clearly?
Did someone follow up when they said they would?
Did the interview feel like a conversation or an interrogation?
Did the applicant understand what the company was looking for?
These moments shape how people perceive a company, including those who ultimately aren’t hired.
The panel was a useful reminder that candidates aren’t necessarily expecting a perfect process. They are looking for a process they can understand.
Sometimes the Best Hiring Insights Come from Listening
What we appreciated most about the PMI Atlanta Recruiter Panel was how quickly it became a real conversation.
Attendees asked candid questions. Several followed up afterward with resumes and personal notes. The discussion gave our team a clearer view of some of the concerns people are carrying into their current job search.
For employers, those concerns are worth hearing.
Technology will continue to influence recruiting. Interview practices will evolve. The tools available to both sides will become more sophisticated.
But the questions we heard reinforced something much simpler.
People still want to know that there is another person on the other side of the hiring process.
For organizations competing for great people, making that human connection visible may matter more than they realize. Contact us today to learn how our People-Focused approach can help you find the right fit for your team.