You know how to use artificial intelligence, but what can you do without it?

Artificial intelligence (AI) has become an ally of human resources departments. It cross-references data, filters resumes in seconds, conducts automated interviews, and promises efficiency at scale. But as algorithms advance into selection processes, an unexpected movement is beginning to gain traction within companies.

More and more recruiters are asking candidates the same question: "I know you know how to work with AI, but what can you do without it?" This paradox helps explain the return of face-to-face interviews, a growing trend behind the scenes in the job market.

In-person conversations, less scripted and more human, are reappearing as a counterweight to automation, in an attempt to prevent recruitment from becoming an exclusively machine-based dialogue.

Technology companies like Google and Microsoft maintain in-person stages focused on soft skills , even after digital processes. Banks and consultancies use algorithms in the initial screening, but preserve human dynamics in the decisive phases. Startups specializing in recruitment are betting on hybrid models, while traditional companies still see the in-person interview as an indispensable final stage.

At Amazon , for example, a pioneer in the use of AI for over two decades, the logic follows the same path. "We believe that recruitment is moving towards an integrated hybrid model," says Gabriela Manzo, recruitment leader at Amazon Brazil, to NeoFeed .

"AI provides efficiency and data-driven insights, while professionals bring empathy, contextual judgment, and an understanding of individual nuances," he adds.

According to the executive, technology functions as a "work companion," becoming more valuable as the team learns to use it. "This allows us to dedicate more time to cultural fit and the growth potential of candidates," says Manzo.

At Natura , artificial intelligence is responsible for about 40% of the screening and strategic analysis processes during hiring, but the human element remains the "leader" in this situation.

"Although the full impact of these automations is still maturing, these initiatives reinforce our commitment to balancing technological advancement with our human essence, ensuring that innovation is always at the service of strengthening our bonds and values," says Gleycia Leite, Director of Organization, Compensation & Digitalization of HR at Natura.

The use of technology is not marginal. According to research by the HR solutions company Caju , in partnership with the Dom Cabral Foundation, 68% of Brazilian companies already use artificial intelligence in their human resources areas, especially in recruitment and selection processes.

The progress is significant: 20 percentage points more than in the survey conducted in 2024, highlighting an accelerated technological transformation in the sector. Among the companies interviewed, 75% say that AI has significantly reduced the time spent on selections, while 68.8% point to increased efficiency.

“ Now, the market has a better understanding of where AI generates the most value and where the human touch is irreplaceable. This has led to a more balanced model that combines automation with more room for human interaction, especially in the strategic stages of the process,” says Guilherme Dias, CMO and co-founder of Gupy , a human resources management platform.

Biases and filters

Algorithmic biases and legal challenges are the two concerns that are the focus of HR professionals' attention. If the data used to train AI models carries historical inequalities (gender, race, or age), these patterns tend to be automatically reproduced, primarily affecting minority groups.

Furthermore, companies need to comply with the requirements of the General Data Protection Law (LGPD), ensuring privacy, governance, and transparency in decisions made automatically.

Excessive automation can lead to cold, standardized, and unwelcoming processes for candidates, as well as reinforcing invisible biases.

“This type of distortion occurs when AI is used only to recognize keywords and formats. This encourages candidates to optimize texts, rather than reflect real-world experiences,” says Távira Magalhães, CHRO of Sólides .

Part of the problem lies in how the technology is trained: more effective models are those based on skills, career path, and behavior, not on language standardization.

"When the company uses data from professionals who were successful in the position, the system starts filtering by functional similarity, not by the aesthetics of the resume," says Magalhães.

The same research from Caju shows that 63% of HR professionals still need training to use AI at a level considered adequate.

Job opening

When implemented correctly, technology shifts the focus of human work. By taking over the initial screening, which is the most operational and time-consuming step, AI frees up time for what machines are not yet good at. That is, in-depth interviews, qualitative assessments, context analysis, and cultural alignment.

That's why companies have been reviving face-to-face interviews, group dynamics, and open, less scripted conversations. The goal is not to abandon technology, but to balance it. "We've reduced decisions based solely on volume and intuition," says Magalhães.

"With this, HR can operate with more consistency and fewer operational biases, such as preferences for universities, resume formats, or networking opportunities," he adds.

According to Paulo Almeida, professor at Fundação Dom Cabral and director of the Leadership Center, the future of HR involves a broader concept. He states that 75.5% of companies say they are optimistic about the use of AI, although few consider themselves to have a high level of maturity in this journey.

The logic, says Almeida, is to start with objective and measurable processes and move, over time, to more subjective decisions, such as hiring, leadership, and people development.

"On one hand, digital technology and automation support agility, scale, and the reduction of bureaucratic activities that often overburden the process. On the other hand, we preserve the 'analog' as a sacred space for the human gaze, active listening, and transparent communication," says Leite, from Natura.

In a market where resumes are written with the help of algorithms and interviews can be conducted by robots, face-to-face interaction, reasoning skills, spontaneous communication, and real-world experience are once again becoming more important.