It is safe to say that Artificial Intelligence (AI) is now firmly embedded into many business processes, and legal hiring is no exception. Firms may use AI tools to put together job specs, screen CVs, automate processes or generate shortlists. We explore some key considerations for hiring firms exploring AI in their recruitment process.
Why is AI use an important question for firms?
AI offers the promise of speed, ease and data-led decision-making. Firms may feel they can use such tools to streamline and respond more quickly to their hiring needs. However, strong recruitment in the legal sector relies heavily on judgement, cultural fit and long-term potential—so the use of AI requires caution and careful thought.
Although AI can support efficiency, it cannot replace the insight, nuance and discretion that an experienced hirer or recruiter brings. If firms over-rely on automation, they may unintentionally overlook the candidates who can deliver long-term impact and strengthen their teams.
With new AI tools emerging rapidly, you should consider whether AI is truly enhancing or hindering your firm’s hiring process. In our view, AI can support legal recruitment in some areas, but human judgement should remain central to hiring decisions and play a strong role throughout the process.
Can AI tools help you hire faster and better?
AI tools can be highly effective when applied to high-volume, repetitive tasks. They reduce administrative burdens and free up internal teams to focus on strategic priorities. When used carefully, firms can use AI to increase consistency and speed – especially when hiring under pressure. For lower risk tasks (such as using ChatGPT to write a detailed job description based on attributes a firm has already taken the time to prepare), AI can be very useful, so long as the content is fully checked.
That said, various legal rules (e.g. data protection law requirements) and ethical considerations do come into play when using AI in recruitment, which can increase risk and complexity if firms overlook them. You should weigh these carefully before bringing new tools into your hiring process. For example, there can be considerable risks around AI bias and accuracy, which could create a range of issues.
Where should you draw the line between AI and human judgement?
While technology can support hiring, we believe it cannot replace the critical thinking and personal insight that skilled firm hirers or external recruiters bring to the table. If you rely too heavily on AI to filter candidates, you may miss out on those with transferable skills or unconventional backgrounds who could add real value.
Bias can also emerge when algorithms use limited or skewed data, raising extra challenges.
AI cannot assess the qualities that matter most in legal recruitment – such as emotional intelligence, adaptability or cultural fit. Human conversations and contextual understanding uncover those traits. These often emerge in interviews—especially when a candidate shares their story, and a partner recognises potential in the person that goes beyond just their CV.
Can recruiters work with AI tools to add more strategic value?
Where AI can assist with more administrative tasks, recruiters can shift their focus to strategic tasks to add more value. For example, by using AI to help research, interpret data and automate tasks, freeing up time to use human judgment to provide guidance on important recruitment decisions.
Why should you be sensitive around AI use?
Candidate experience still matters too – which is where the human touch is key. Though AI can support faster communication, there is a risk of creating a process that feels impersonal even lazy, if human contact is lost. Candidates may feel upset to receive a rejection made by AI, as opposed to hearing honest and valuable feedback from a human recruiter. As such, it is important to remember to strike a sensitive balance between using AI tools but remembering how important it is to respect candidates, show empathy where possible and remember their feelings – especially in a highly competitive market where candidates are often under significant pressure to find a role. You also need to be conscious about key issues e.g. are you being up front about AI’s role? How do you manage bias? Have you put safeguards in place? How will you manage sensitive or personal issues which impact the hiring process when using AI? Will AI be able to see past CV gaps where there are genuine reasons and human understanding should play a role in supporting candidates? Ignoring such issues can lead to risks but also may damage trust in your reputation as an employer.
What role will AI play in the future of legal hiring?
AI is evolving fast and it likely to play a growing role over time. But the more advanced the technology becomes, the more essential it is for recruiters to stay involved and maintain oversight. If your firm adopts AI tools, remember to keep a close eye on them and have processes and policies to manage them responsibly and in line with legal requirements.
If you use AI to boost efficiency whilst still investing in taking the time to use strong human judgment and care in your hiring process, you will be in a better position to make stronger hires to help your firm grow.
If you want to discuss how to approach hiring with the right balance of forward-thinking, human insight and trusted support, we are here to help. We offer tailored advice to firms to help build strong and high-performing legal teams.
This article shares a few high-level observations on AI use in recruitment – but it does not cover all legal, operational or ethical considerations. A wide range of issues may apply depending on the tools used, the nature of the hiring process, and your firm’s specific risks. You should assess your approach to AI use in recruitment independently and seek legal or other specialist advice where required.
