The use of AI and Voice AI is redefining the candidate journey, and feedback shows it is working. Out of all comments mentioning AI or voice, more than 90% of comments were positive, a nearly eight-to-one ratio that underlines strong candidate approval. This analysis draws directly on candidate survey data collected during the hiring process, offering a rare, large-scale view into how real applicants experience AI in recruitment.
Candidates consistently describe the process as modern, efficient, and fair, praising the clarity of the voice experience and the speed it brings. Importantly, these perceptions align with wider industry research: Deloitte’s 2024 Human Capital Trends report notes that 76% of workers expect technology to make hiring more transparent and equitable, while Gartner highlights conversational AI as one of the top three innovations transforming talent acquisition.
Taken together, the feedback confirms that AI and Voice AI are not just functional tools but also powerful signals of organisational innovation. Candidates see them as evidence of a forward-looking employer brand and as an important step toward shaping the future of hiring.
What Candidates Appreciate Most
Candidates highlight several aspects of AI and Voice AI that stand out in their experience. Above all, they value the speed, clarity, and simplicity that AI-led interactions bring. Many describe the process as “modern,” “futuristic,” and “innovative,” seeing it as reflective of a forward-thinking employer brand. The impartiality of AI is also noted, giving candidates confidence that they are being treated fairly. Just as importantly, the accessibility of voice interfaces reduces stress by allowing parts of the hiring process to be completed flexibly and without the scheduling friction of traditional recruiter calls.
As one candidate put it: “The AI voice made everything clear and easy to understand.” Another noted: “I liked how modern it felt, it shows this company is innovative.” A third observed simply: “Much faster than waiting for a recruiter call.” These sentiments highlight that candidates are not just accepting AI but actively valuing it as part of their experience.
Opportunities for Enhancement
While the overall sentiment is highly positive, some candidates provided suggestions that point to opportunities for refinement. The most common was a desire for a more natural, empathetic voice tone, which indicates that candidates are engaging with the AI at a human level. Others expressed curiosity about how AI works, suggesting that clearer communication around its role in ensuring fairness could increase confidence even further. A smaller group highlighted the value of having occasional human interaction, pointing to a potential hybrid model that balances efficiency with a personal touch.
Rather than resistance, these insights demonstrate how candidates are ready to engage with AI in meaningful ways and how small adjustments could elevate an already strong experience. As McKinsey’s 2025 Workforce Report notes, AI in hiring is most impactful when paired with human-centric design, and candidate feedback here reflects exactly that opportunity.
Strategic Implications
The feedback points to several strategic advantages for organisations using AI and Voice AI in hiring. First, it provides clear employer brand differentiation, as candidates perceive these organisations as leaders in innovation and technology adoption. Second, it ensures scalability and consistency, creating a uniform, fair experience across high-volume hiring environments where traditional approaches often struggle. Finally, the sheer volume of comments specifically about AI and voice reflects heightened engagement and curiosity. This level of emotional connection is rare in assessments and demonstrates that technology can be more than a process tool, it can be a brand signal and a candidate experience differentiator.
The Future of Hiring
The introduction of AI and Voice AI into assessments is clearly resonating with candidates, strengthening the perception of organisations that adopt these tools as innovative, fair, and attractive employers. Candidate feedback demonstrates not only high satisfaction with the speed, clarity, and fairness of AI-driven processes, but also genuine engagement; a sign that these technologies are shaping how applicants evaluate potential employers.
Minor refinements, such as enhancing voice naturalness and providing clearer communication on how AI ensures fairness, represent opportunities to elevate an already positive experience. Industry insights reinforce this trajectory: McKinsey’s 2025 Workforce Report identifies AI-enabled hiring as a key driver of both efficiency and employer brand, while Josh Bersin’s research points to conversational AI as a cornerstone of the future HR technology stack.
In this context, AI and Voice AI are more than process improvements; they are brand assets. Organisations that lead in adopting and refining these technologies will not only streamline hiring but also position themselves at the forefront of how talent views the future of work.
