Jobnest.ai
Back to Blog
AI Strategy
5 min read

Hybrid Hiring Process: Humans Still Have the Final Say

The secret to success lies not in 'machine versus human' but in 'machine together with human.' Data proves the advantages of hybrid hiring.

Mei SullivanMei Sullivan·
Hybrid hiring process visual

As the AI storm sweeps through the world of hiring, the biggest question on everyone's mind is whether technology will replace humans. However, data shows that the secret to success lies not in "machine versus human" but in "machine together with human." The hybrid hiring process combines AI's data processing power with human emotional intelligence, creating the ideal balance for both candidates and employers. Here is the data from current research that demonstrates why humans are still indispensable as the final decision-maker:

Hybrid success in numbers: Better matching and higher retention

The massive field experiment titled "Voice AI in Firms" conducted by Brian Jabarian and Luca Henkel (2026), covering 70,000 candidates, proves that AI-assisted interviews increase job offer rates. Data from this research shows that candidates screened by AI have higher rates of actually starting the job, and there is a notable increase in retention rates during the first 30 days. This success stems from AI evaluating candidates more consistently against objective criteria.

However, in this process the human role is not diminishing — rather, it is transforming. Data shared by FactoryFix specifically emphasizes that at every stage of this important 70,000-person study, the final hiring decision was made by a human expert. AI conducts the interview and collects the data, but having a human review this data proves the value of the "AI-human partnership." This hybrid structure frees hiring professionals from weeks of routine screening work, allowing them to build deeper connections with truly quality candidates.

AI and humans: Balancing strengths

The fundamental difference that makes the hybrid model necessary in hiring lies in the unique capabilities each side brings. According to data from "The Ethical Use of AI and Automation in Recruitment" report, human interviewers excel at relationship building, reading subtle emotional cues, and making nuanced intuition-based decisions. In contrast, AI far surpasses humans in processing massive data volumes, automating repetitive tasks, and providing completely objective analysis.

In the hybrid model, AI handles the "information gathering" phase of the interview while humans manage the "evaluation" and "cultural fit" phase. Jabarian and Henkel's (2026) study notes that AI makes interviews more structured and consistent by applying "controlled variance." While human interviewers may sometimes make decisions influenced by fatigue or previous candidates, AI approaches each candidate with the same high standard. However, in areas like emotional connection and cultural fit that machines cannot measure, humans having "the final word" protects the candidate experience.

Strategic recommendations for hybrid hiring

The successful HR strategies of the future position AI not as a "screening tool" but as a "decision support assistant." Data from Nicole Jurado's (2025) "HR Playbook" emphasizes that companies should follow these strategies:

  • Transparently disclose AI usage: to build candidate trust in the process, communicate where technology is used in the interview.
  • Run AI shortlists through human review: routinely verify the candidate pools suggested by the algorithm to preserve human judgment.
  • Maintain human touchpoints: build connections by adding personalized feedback or Q&A opportunities at every stage of the process.
  • Use AI in supportive roles: prioritize humans for complex problem-solving and cultural fit assessments.

Case studies shared by Talvin AI show that AI voice agents reduce screening time from 45-60 minutes per candidate to 1-2 minutes, achieving 90% time savings. This tremendous time gain allows HR teams to act as true "talent hunters" and "culture architects" rather than functioning as "file organizers."

Data shows that success in hiring doesn't come from technology alone or humans alone. AI collects the data, reduces bias, and provides speed; but humans still represent empathy, vision, and that final, vital decision.

References

  • Dargnies, M. P., Hakimov, R., & Kübler, D. (2025). Behavioral Measures Improve AI Hiring: A Field Experiment. Discussion Paper No. 532, CRC TRR 190.
  • Fodor, S., & Boncz, B. (2025). InGPT we trust: perceptions of the future of work with artificial intelligence on online forums. Data Science and Management.
  • Jabarian, B., & Henkel, L. (2026). Voice AI in Firms: A Natural Field Experiment on Automated Job Interviews. Booth School of Business, University of Chicago.
  • Jurado, N. (2025). The effects of artificial intelligence on shaping employer brand perception: insights from entry-level hiring practices. Master Thesis, Universidad Carlos III de Madrid.
  • Poenaru, L. F., & Diaconescu, V. (2025). Bridging Technology and Talent: Gen Z's Take on AI in Recruiting and Hiring. Bucharest University of Economic Studies.
  • Sakib, M. N., Rayasam, N. M., & Dey, S. (2018/2024). Experience and Adaptation in AI-mediated Hiring Systems: A Combined Analysis of Online Discourse and Interface Design. University of Maryland.
  • Talvin AI. (2025). Study reveals AI led job interviews are more effective than human recruiters.
  • TestGorilla. (2025). Why 78% of candidates choose AI job interviews (and what it means for hiring). TestGorilla Insights.
  • Insyder. Voice AI Interview Platforms That Candidates Actually Enjoy. Insyder Recruiting Trends.
  • GFI Group Limited. The Ethical Use of AI and Automation in Recruitment (2025/26).