A groundbreaking study has revealed that AI voice agents are more effective than human recruiters in the hiring process, with applicants interviewed by AI being 12% more likely to receive job offers compared to those screened by humans. The research, led by Brian Jabarian, an economist at the University of Chicago Booth School of Business, in partnership with PSG Global Solutions, analyzed over 70,000 applicants for entry-level customer service positions across 48 job postings in the Philippines.
The study covered roles with 23 Fortune 500 companies and 20 European firms, with applicants randomly assigned to three interview conditions: a human recruiter, an AI recruiter, or a choice between the two. Remarkably, 78% of applicants chose the AI interviewer when given the option. The AI-interviewed candidates received job offers in 9.73% of cases versus 8.7% for human-interviewed candidates. Additionally, they were 18% more likely to start work and 17% more likely to remain employed after 30 days.
Using natural language processing analysis, researchers discovered that AI interviews were more structured, covered more topics, and encouraged richer responses from candidates. The AI system drew out hiring-relevant information more effectively, with human recruiters who later reviewed transcripts actually scoring AI-interviewed candidates higher than those they interviewed themselves. Co-author Luca Henkel, a behavioral economist at Erasmus University Rotterdam, noted that applicants reported similar satisfaction levels with both AI and human recruiters.
However, the technology wasn’t without challenges. About 5% of applicants ended their interviews upon realizing they were speaking to AI, and 7% of cases experienced technical issues. Applicants also rated AI interactions as less “natural” than human conversations. Despite these limitations, the study demonstrates AI’s growing role in transforming recruitment processes, particularly for high-volume hiring scenarios. The research comes as AI increasingly permeates both sides of the hiring equation, with candidates using it to optimize résumés while employers deploy it to filter thousands of applications efficiently.
Key Quotes
AI-led interviews elicited more hiring-relevant information
Brian Jabarian and Luca Henkel, the study’s authors, explained why AI outperformed human recruiters. This finding is significant because it demonstrates that AI can extract better quality information from candidates, leading to more informed hiring decisions.
When thoughtfully designed, AI can be a powerful tool in the hiring process without compromising the applicant experience
Luca Henkel, behavioral economist at Erasmus University Rotterdam, emphasized to Business Insider that AI recruitment technology can be effective while maintaining candidate satisfaction, addressing concerns about dehumanizing the hiring process.
Every day, we’re observing new ways that AI technology is shaping the culture and structure of the modern workplace. Our goal is to support that transition by providing robust evidence
Brian Jabarian from the University of Chicago Booth School of Business highlighted the broader significance of their research, positioning it as essential evidence for understanding AI’s workplace transformation.
AI has made hiring a ‘cat and mouse game’ between candidates and employers, as both use technology to try to suss out the other
Hatim Rahman, associate professor at Northwestern University, described the current state of AI-enabled recruitment, where both sides deploy technology strategically, creating new dynamics and challenges in the hiring ecosystem.
Our Take
This study provides rare experimental evidence in a field often dominated by anecdotal claims about AI’s capabilities. What’s particularly striking is that professional recruiters themselves bet against AI and were proven wrong—a humbling reminder that human confidence doesn’t always align with performance. The 78% preference rate for AI interviews suggests candidates may value consistency and structure over human connection in early screening stages. However, the 5% abandonment rate when applicants discovered they were speaking to AI reveals persistent trust issues. The real insight here is that AI excels at standardization and information extraction, making it ideal for high-volume, entry-level hiring where consistency matters most. But the study’s design—keeping humans in final decision-making roles—suggests the optimal future isn’t AI replacing recruiters entirely, but rather AI handling structured screening while humans focus on nuanced judgment calls. As AI recruitment tools proliferate, questions about algorithmic bias, transparency, and the candidate experience will become increasingly critical.
Why This Matters
This study represents a pivotal moment in understanding AI’s role in human resources and recruitment, providing empirical evidence that AI can outperform humans in specific hiring tasks. The findings challenge traditional assumptions about the irreplaceable value of human judgment in recruitment, particularly for entry-level positions. With hiring managers increasingly overwhelmed by application volumes and companies seeking efficiency gains, AI-powered recruitment tools are likely to see accelerated adoption across industries.
The research also highlights a broader trend: AI’s transformation of workplace dynamics and labor markets. As tech investors like former Benchmark general partner Victor Lazarte predict, recruiters may face significant job displacement as AI models become more sophisticated. However, the study also reveals important limitations—technical issues, applicant drop-offs, and concerns about naturalness—suggesting that hybrid approaches combining AI efficiency with human oversight may be the optimal path forward. The implications extend beyond recruitment to questions about algorithmic bias, worker experience, and the future of human-AI collaboration in professional settings.
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