How do I know if my talent technology, including AI, is actually adding value?

Map your candidate journey step by step, then check whether each tool measurably improves speed, quality, cost or experience at that step. Use automation for high-volume, rules-based tasks and keep people at the moments that need judgement and relationship. Retire what doesn't earn its place.

Why does this matter more in 2026?
Because AI has moved into everyday recruitment, and regulation is catching up. From 10 December 2026, organisations covered by the Privacy Act must explain in their privacy policies how they use computer programs to make, or substantially assist with, decisions about people. The obligation applies even when a third party operates the system.

For recruitment, that likely includes AI screening, ranking and scored video interviews. If you can't explain what your tools do at each stage, now is the time to find out. This is general information, not legal advice.

Scenario "We have an ATS, an AI screener and a video tool, and hiring managers don't trust any of them"
Priya (illustrative) is Talent Acquisition Manager at a 1,500-person retail and services business. Over three years the team has added an AI screening tool, a video interview platform and a chatbot on top of the ATS. Licence costs have tripled. Time-to-hire hasn't moved, hiring managers bypass the system with their own spreadsheets, and candidates complain about being "processed by robots".

Priya's problem isn't too little technology. It's technology without a clear job to do at each stage, and no human in the loop where candidates and managers expect one.

How do I audit my talent technology stack?

1. Map the candidate journey. List every step from first seeing your ad to completing onboarding, and note which tool supports each.

2. Define what good looks like at each step. For example, time from application to first response, shortlist quality or offer acceptance.

3. Check the evidence. Has the video tool reduced time-to-hire? Has AI screening improved shortlist-to-interview ratios? Pull the data.

4. Ask the users. Survey candidates and hiring managers on where the process helps and where it frustrates.

5. Map where automated decisions happen. Identify where AI screens out, ranks or scores people, so you can meet the new privacy transparency obligations.

6. Use what you already own. Many organisations use a fraction of their ATS features. Configure before you buy.Retire what doesn't add value. Cutting overlapping tools often funds the improvements that matter.

Where should AI sit in the hiring process?
Harrier's model puts automation where it removes friction and keeps people where judgement and trust matter:

In this model, recruiters review, rank and decide fit. AI informs that judgement rather than replacing it.

Where does Harrier fit?
Harrier is technology vendor agnostic. We don't ask clients to replace their ATS; we configure and optimise what they already have, then add tools only where the data shows they'll help. We work across platforms including Workday, Workable, SmartRecruiters, Humanforce and LiveHire, and with assessment partners such as HireVue.

Our delivery is ISO 27001 certified, so candidate data is handled securely, and our human-in-the-loop model makes it easier to explain how decisions are made.

"The implementation of the Smart Recruiters enterprise solution in conjunction with the HTS needs analysis and overall system implementation has been hugely successful. The team have engaged the system and it is used daily, streamlining our processes, reducing workloads on personnel and allows the company to capture key information on employees’ past, present and future. HTS ensured the implementation was not only operational but adopted by the personnel which is evidenced by ongoing use 6 months after the go live date. The time saving alone for administration has paid for the project." MD, Alltype Engineering

FAQs
Does the Privacy Act apply to AI in recruitment?
From 10 December 2026, organisations covered by the Privacy Act must disclose in their privacy policy how they use automated decision-making that significantly affects individuals. Recruitment screening may be captured. Seek legal advice for your situation.

Should AI make hiring decisions?
Harrier's view is no. AI is valuable for screening, scheduling and assessment at scale, but people should review, rank and decide.

How often should I review my talent tech stack?
At least annually, and whenever a contract is due for renewal.

Series links: Hub: Build, buy or borrow · Article 3: Is RPO cheaper? · Article 7: Employer branding · Download the white paper