23rd April 2026 3 MIN READ •Resources
HR is among the fastest-adopting sectors of AI in the UK. But for its processes to fully benefit, HR needs a viable AI strategy. A good HR AI strategy should be broken down into these three simple steps
- Start with goals. Not tools
- From planning to implementation: Integrating AI
- Audit your AI strategy continuously
In this age of AI, HR leaders need a strategy that uses AI to accelerate human judgment, not replace it. Use this AI checklist for HR to ensure you know what areas of your AI strategy you want to focus on first and to test your AI in HR readiness.
Table of Contents
AI Strategy Checklist
To build an effective AI strategy in HR that accelerates human judgment, you need to ask yourself this simple question: What is your reason for using AI in HR?
- Cut your time-to-hire?
- Expand your talent pool?
- Improve the quality of your hires?
- Streamline your candidate journey?
- Remove bias from your recruitment process?
- Reduce time spent on excessive admin?
- Help support interview insights?
- Provide 24/7 candidate support?
- Predictive candidate analytics?
- Better reporting?
A recent LinkedIn survey found 89% of HR agree that using AI has decreased their average time-to-hire.Forbes state 84% of small to medium businesses agree that finding enough candidates is their #1 hiring challenge.
In 2025, IHR found that 52% of HR professionals wanted AI to improve the quality of their hires, while 48% were keen to implement AI to improve the candidate experience. 67% of HR professionals say the biggest AI benefit is reduced admin workload.
From Planning to Implementation: Integrating AI
Good planning makes for smooth implementation. But what parts of your process will you hang your AI strategy on?
Advertising Checklist
The biggest obstacle to candidate attraction starts at the very beginning of the attraction journey – namely, poorly written job adverts.
So, simplify the process. Work with AI to develop your job ads and make this part of your long-term AI hiring strategy.
- Make job ad curation AI’s job
- Let AI simplify the process
- Reposition your job adverts
- Tailor them precisely
- Ensure your adverts stand out
Screening Checklist
A screening process that relies solely on human intuition, or ‘gut feeling’ will be inconsistent and unnecessarily elongate time-to-hire metrics.
- Are candidates from different ethical backgrounds properly understood, with comments attributed properly?
- Are candidates with experience and skills but without traditional education disappearing after screening?
30 seconds of a recruiter’s time per candidate is all it will take to eliminate potential AI bias. Don’t rely on the AI summary. Go back and check timestamped recordings to fact-check the summary.
Don’t just check summary numbers. Pull regular reports. Use your AI reporting function to pull up your hiring metrics. Keep checking and tweaking, and AI will accelerate your hiring, not derail it.
Candidates and AI
After you’ve completed your AI checklist for HR and developed your AI strategy, you must, with regularity, ask your candidates for their feedback on your process.
Candidates have the power to endorse or sabotage your brand in seconds, and if your AI strategy isn’t performing, the damage could be lasting.
Candidate Feedback Checklist
To avoid sabotage:
- Have you checked in with all unsuccessful candidates – what did they think of the process?
- Are they aware of the reasons why they weren’t selected?
- Would they apply again?
- Have you tracked candidate drop-off rates at each stage of your recruitment journey?
- Don’t just collect the candidate feedback; have you read it and acted on it?
Putting Feedback into Action Checklist
- When multiple candidates comment on vague chatbot responses, expand its knowledge base
- Check with your tech team to make this happen
- If candidates are confused about your selection criteria, improve your communications
- If AI bias has crept into your process, put human measures in place to mitigate it
While 82% of candidates appreciate faster processing by AI, 74% still want human involvement in final hiring decisions. Gallup reports that just 26% of candidates trust that AI will evaluate them fairly, while 32% are concerned that AI could fail their applications.
With candidates using AI to muscle themselves to the front of the queue, there’s even greater urgency for your organisation to develop and implement your AI strategy sooner, rather than later.
Say Hello to Autonomous Hiring Software
At Talos360, we combine embedded analytics and ethical AI to give you real-time access to your hiring data. You shouldn’t need to work for your data. Your data should work for you.
Understanding your pipeline performance, your conversion rates, and your recruitment bottlenecks will help your business make faster, data-driven people decisions. Because your ATS and AI strategy shouldn’t be segmented: It should work in tandem.
At Talos360, it does, thanks to Tali, our autonomous hiring agent. With the help of Tali, your business will:
- Attract the best candidates
- Automate fast, compliant hiring
- Maximise employee performance
Tali’s job is simple: make your job easier.
