Conversational AI is currently a topic of considerable discussion.
Our clients are implementing conversational AI across various recruitment applications, ranging from database enrichment and candidate engagement to screening and scheduling, among others.
Should you be contemplating the refinement of your candidate communications through conversational AI, it is crucial to ensure its efficacy. Here are the key aspects to consider:
1. Engaging, human-like interactions
Superior conversational AI systems transcend mere keyword recognition by utilising Natural Language Processing to understand context, intent, and the subtleties of human language. This enables more natural and meaningful dialogues, aligned with your organisational tone.
2. Seamless integrations with existing systems
Opt for a conversational AI that integrates effortlessly with your current ATS/CRM systems, enabling automatic updates to candidate profiles following each interaction.
3. Advanced safeguards against inaccuracies
It is essential to have robust mechanisms in place to prevent the AI from "hallucinating" or producing misleading information.
4. Human-in-the-Loop (HitL)
Implementing a human-in-the-loop system ensures that AI decisions and outputs are monitored and, where necessary, managed by a human supervisor. Your AI agents should recognise their limitations and automatically alert their human overseers when assistance is required.
5. Continuous learning and enhancement
Effective conversational AI continually learns from each interaction, progressively refining its responses.
By executing these strategies effectively, you will not only optimise operations to reduce costs and shorten the time-to-hire but also enhance the candidate experience and elevate your brand.
Popp is proud to announce that it has been named a winner of the Breakthrough Culture Awards 2024, an honour that recognises the greatest companies to work for in the UK. This award celebrates organisations that are redefining workplace culture by putting people first, building environments where employees truly thrive.
The Breakthrough Culture Awards spotlight the top 100 growing companies across the UK, showcasing the evolving cultures they’ve built and the people behind them. Unlike traditional workplace rankings, these awards dive deep—beyond the surface perks and policies—to reveal what it truly means to work inside a company that cares about its people.
This year, the awards reviewed thousands of companies of all sizes and interviewed over 20,000 employees to identify workplaces where people feel valued, inspired, and fulfilled. Popp’s commitment to fostering a progressive, people-centric culture earned it a spot among the elite.
“At Popp, we’ve always believed that work should be meaningful—that it’s not just about what you do, but who you do it with. Winning the Breakthrough Culture Award isn’t just an achievement; it’s a testament to the incredible team that makes Popp what it is. We’re not building a company; we’re building a community where people are empowered to grow, challenge the status quo, and find purpose in their work. We’re honoured to be recognised among companies that are reshaping the workplace for the better.”
Sam Dhesi, Co-founder & CEO of Popp
The Breakthrough Culture Award winners are redefining what it means to be an exceptional workplace—where culture isn’t just a buzzword but a commitment. Popp is proud to be part of this movement, championing a better way to work.
About Popp Popp is revolutionising talent acquisition through AI-driven recruitment solutions designed to make hiring faster, fairer, and more human. By focusing on building meaningful connections between organisations and candidates, Popp is changing the way companies grow—one hire at a time.
About the Breakthrough Culture Awards The Breakthrough Culture Awards recognise and celebrate the greatest companies to work for in the UK, honouring those that are building progressive, people-first workplaces. The awards explore the ever-evolving cultures of the UK’s top 100 growing companies, bringing to life what it truly means to work inside organisations that prioritise their people.
AI is transforming recruitment, from resume screening to candidate shortlisting to interview analysis. By automating these processes, recruitment tech platforms enable hiring teams to focus on building relationships rather than getting bogged down in admin. But beyond efficiency, AI brings another major advantage: it can help make hiring fairer than traditional, human-led processes.
The Reality of Bias in Human Hiring
Bias in hiring isn’t new, and it’s not unique to AI. Studies have consistently shown that human recruiters and hiring managers make biased decisions, often without realizing it.
Resume name bias: A famous 2003 study found that identical resumes with names commonly associated with white applicants received 50% more callbacks than those with names commonly associated with Black applicants.
Age bias: Older candidates are often overlooked, with research showing that resumes indicating longer experience receive fewer interview invitations.
Affinity bias: Humans tend to favor candidates who remind them of themselves, whether through shared backgrounds, hobbies, or alma maters.
These biases happen subconsciously, making them hard to prevent through training alone. AI, when properly designed and monitored, offers a way to reduce these biases and make hiring more objective.
How AI Can Improve Fairness in Hiring
AI has the potential to be a powerful tool for fairer hiring, but only if it’s built and used responsibly. Here’s how AI can outperform human decision-making when it comes to fairness:
✅ AI focuses on skills and qualifications, not irrelevant personal factors. While human recruiters might be swayed by a candidate’s name, accent, or background (or how they feel before or after lunch), AI can be designed to assess only the data that matters for the job: work experience, skills, and competencies.
✅ AI can be audited and improved over time. Unlike human decision-making, which is inconsistent and difficult to track, AI hiring tools can be regularly audited to ensure they are working fairly. AI bias audits can measure and correct disparities in hiring outcomes, something that isn’t possible with human judgment alone.
✅ AI can analyze hiring patterns and flag unfair trends. AI can process vast amounts of hiring data to identify patterns that might indicate bias—such as a hiring process disproportionately favoring one demographic group over another. This allows recruitment teams to adjust their processes proactively.
Ensuring AI Hiring is Truly Fair
Of course, AI is only as fair as the data it learns from. If trained on biased hiring data, AI can replicate those biases. This is why responsible AI assurance is critical.
To ensure AI is a force for fairness in hiring, recruitment tech providers and hiring teams should:
Use diverse training data to reduce historical biases.
Regularly audit AI models to detect and correct bias.
Ensure transparency by making AI-driven decisions explainable.
Maintain human oversight at key decision points.
One example of regulatory oversight on AI hiring is NYC Local Law 144, which requires companies using AI-driven hiring tools to conduct annual bias audits and share the results. This regulation sets a precedent for fairness and transparency in AI hiring. As similar laws emerge in other regions, recruitment platforms will need to adopt AI bias auditing as a best practice - not just for compliance, but to build trust with candidates and employers.
Conclusion
The debate over AI in hiring shouldn’t be about whether AI is biased, it should be about whether it’s less biased than humans. AI, when built and monitored correctly, has the potential to make hiring fairer, more consistent, and more objective than traditional human decision-making. The key is to approach AI hiring with responsibility and transparency, ensuring that technology reduces bias rather than reinforcing it.
With the right safeguards in place, AI can be more than a tool for efficiency, it can be a tool for fairer hiring.
About Warden AI
Warden AI is the specialist AI auditor for HR Tech. Their AI assurance platform continuously monitors for bias, and audits protected characteristics using proprietary datasets. They work with leading talent platforms like Popp to ensure their AI solutions are fair, transparent, and compliant with regulations like NYC Local Law 144 and EU AI Act.
Last night, Popp hosted a fireside chat that didn’t just discuss the future of hiring—it challenged it. In a room buzzing with curiosity and conviction, Talent Acquisition (TA) leaders and visionaries gathered to confront the agentic revolution head-on. At the heart of the conversation was a question that could define the future of work: How do we navigate the rise of AI in recruitment with purpose, clarity, and care?
Against a backdrop of free beer, wine, and pizza, the evening unfolded with candor and insight. The lineup was as impressive as the conversation itself:
Dave Owen: Former Head of Talent Acquisition at Dyson and TA Advisor to the BBC
James Langham: Senior Talent Acquisition Manager at ASOS
Aaron Beider: Head of Talent Acquisition at Vertical Aerospace
Lisa Maclaran: Head of Talent Acquisition at Williams Racing
Ryan Broad: Head of Growth EMEA at Robert Walters
Moderated by Sam Dhesi: Co-founder & CEO at Popp
Together, they peeled back the layers on what hiring in 2025 might look like, exploring how to keep recruitment human in an increasingly automated world.
The Key Takeaways: Grounded in Purpose, Driven by Possibility
1. AI Is Reshaping the Hiring Funnel—But Humans Still Lead the Way The impact of AI on sourcing, screening, and interviewing is seismic. It’s not just about implementing new tools; it’s about rethinking recruitment itself. This isn’t automation for the sake of efficiency—it’s about enabling recruiters to focus on what truly matters: human connection, critical thinking, and strategic decision-making.
2. Reinventing Recruitment Through a Data-Driven Lens AI isn’t just a tool; it’s a mindset shift. To navigate this new landscape, TA professionals must embrace data—not just to make decisions faster but to make them better. This is about working smarter, not harder, and challenging the status quo of recruitment practices.
3. The Role of the Recruiter Is Evolving—Critical Thinking Is Key The modern recruiter is more than a brand ambassador. They’re strategic thinkers and quality guardians. As AI takes on more administrative tasks, recruiters must focus on making thoughtful assessments about candidates’ skills, ensuring that technology enhances rather than diminishes human judgment.
4. Transparency Is Non-Negotiable If AI is to be trusted, candidates must understand how it’s being used—especially when it comes to reducing bias. The room was divided on one key question: Should companies publicly disclose how AI is used in their hiring process? There were no easy answers, but the consensus was clear: transparency builds trust.
5. AI and Inclusivity: A Balancing Act With an aging workforce and a growing focus on diversity, equity, and inclusion, AI must be designed to work for everyone. It must be accessible, fair, and inclusive—never inadvertently excluding talent. In this revolution, inclusivity isn’t an afterthought; it’s the cornerstone.
6. The AI Interview Debate: Where Do We Draw the Line? One of the most spirited debates of the evening was about AI’s role in interviews. How much is too much? While some argued for a fully data-driven approach, others insisted that human intuition and empathy are irreplaceable. The takeaway? Balance is key—both candidates and hiring managers deserve a process that feels fair and human.
7. The Privacy and Reliability Dilemma AI raises complex questions about privacy, data security, and the reliability of language models. Can we trust an algorithm to make unbiased decisions? How transparent should screening decisions be? These questions aren’t just theoretical—they’re ethical imperatives that will shape the future of work.
8. Patience and Prudence in Tech Adoption For large enterprises, embedding AI tech isn’t a quick win. It can take 9–12 months to fully integrate these systems. The advice from the panel was clear: Do your due diligence. Not every platform will stand the test of time, so choose wisely and strategically.
The Future of Hiring: Human at Its Core
The agentic revolution is here, but last night’s event proved one thing: the future of hiring is human. As AI continues to reshape talent acquisition, it’s up to us to ensure that the process remains empathetic, inclusive, and transparent.
Leaving the event, attendees didn’t just walk away with practical strategies for integrating AI—they left inspired, ready to champion a better way to hire. The conversation was provocative, the ideas were bold, and the purpose was clear: to push the conversation forward, sensibly and meaningfully.
Popp created a space where no question was too controversial and no answer was absolute. It wasn’t just about predicting the future; it was about shaping it.
The revolution is here. Let’s make sure it’s for the better.
Unlock better, faster recruitment operations. With infinite scale.
