In today’s ever-evolving world of technology, artificial intelligence(AI) is being positioned as a solution for nearly every business challenge—including hiring. From automated resume screening to chatbots conducting initial interviews, many organizations are leaning into AI to streamline recruiting.

But as someone who has spent over 30 years advocating for both jobseekers and hiring leaders in the insurance industry, I believe we need to pause and ask: Are we solving the right problem? And more importantly, at what cost?

The Promise of AI: Speed and Scale

AI has undeniable value in high-volume or entry-level recruiting environments. When you're trying to screen 1,000 warehouse resumes or sort applicants for seasonal customer service roles, automation can save time,reduce bias, and help prioritize top matches.

In insurance, some efficiency gains can certainly be achieved in early-stage sourcing—identifying candidates with certain license types, industry keywords, or years of experience. Used correctly, AI can be a powerful support tool.

But here’s where things get complicated.

Where AI Falls Short in Insurance Recruiting

The insurance industry is complex, relationship-driven, and often nuanced in ways technology can’t fully grasp. A commercial lines underwriter with deep middle-market experience in construction may not keyword-match a cargo-heavy job description. A claims leader with a strong litigation management record might get missed if their resume doesn't align with a narrow algorithm.

In short, skillsets deserve to be seen, not scanned.

And here’s what candidates are telling us:

In a recent Insurance Recruiting Solutions poll:

·        74% of respondents said they prefer human contact in the job process

·        20% said they’re okay with AI as long as a real person is involved

·        Only 6% welcomed AI as the primary screener

The message is clear: job seekers want to be evaluated as people, not patterns. They want conversation, context, and connection—especially in professional industries like insurance.

Where the Human Touch Still Matters

Roles in underwriting, claims, sales, actuarial, or risk management often involve strategic thinking, cultural fit, and soft skills that AI can't effectively assess. Two candidates may have the same credentials, but only a seasoned recruiter can identify who’s the better fit for a niche MGA, a fast-growth brokerage, or a carrier going through transformation.

At Insurance Recruiting Solutions, we believe technology should support—not replace—the recruiting process. We use AI to assist with logistics and organization, but every resume still gets reviewed by a real human. Because that’s where great hires are made: in understanding the story behind the resume.

The Bottom Line

AI has its place, but it can’t replace what really matters:
Real conversations
Informed judgment
Deep industry context
Relationships built on trust

In a world of chatbots and algorithms, human connection is your competitive advantage. And for the insurance industry, where risk is nuanced and relationships are everything, that’s something no machine can replicate.

‍