As Colorado companies are increasingly turning to artificial intelligence to streamline their hiring processes, they face a complex landscape of challenges that could impact the quality of the new talent they attract.

While AI tools promise efficiency and enhanced candidate sourcing, concerns about bias, the reliability of automated screening, and the authenticity of applicant materials are prompting employers to navigate the fine line between technological advancement and human judgment.

AI’s role in the hiring process

In Colorado, businesses are becoming creative in their use of AI in hiring processes.

Pinnacol Assurance utilizes AI to automate tedious tasks to improve efficiency. The company uses advanced sourcing platforms to identify and attract candidates.

Elevations Credit Union uses AI to scan applications and resumes for keywords.

Bloom Healthcare utilizes AI to streamline administrative tasks and refine its approach to identifying top talent.

“We’re using it to build better hiring tools and source candidates whose experience and values align with what it takes to thrive at Bloom,” said Jeanine Lally, Bloom Healthcare co-founder.

“It allows our team to focus more on meaningful conversations and making strong, people-centered hiring decisions.”

Not all companies are jumping on the AI bandwagon.

Liliana Mendez, operations manager at Madison & Co. Properties, said the real estate company decided not to rely on AI.

“At Madison, we believe hiring is deeply personal, so we’ve chosen not to rely on AI in our hiring process. Human connection is at the heart of what we do, and we value in-person conversations to truly assess fit, character, and potential,” she said.

Randy Morris, CEO of Summit Wealth Group, said the company isn’t using AI. “We believe in a hands-on approach.”

AI drives application volume

Using AI makes it easier to apply for jobs, which is boosting the number of applicants per job, representatives for Madison & Co. and Elevations Credit Union said.

“Since job seekers have discovered the ability to use AI to apply for jobs, we have seen a significant uptick in applications, especially for certain specialized roles,” said Alex Dutton, manager of talent acquisition and inclusion for Elevations Credit Union.

Screening candidates

Liz Johnson, Pinnacol Assurance’s public relations director, said the company initially screened resumes and applications to distinguish between those who were using AI to generate their application materials and those who weren’t.

“Policing the users and the non-users isn’t an efficient use of our time, and because our company embraces the use of AI, knowing that candidates have fluency is an indication of another skill they have in their skill set.”

However, screening potential job candidates remains a relatively manual and human-centric process. Dutton said the company uses AI to scan applications and resumes for keywords.

Mendez said Madison & Co. doesn’t use AI to screen or track candidates.

“We rely on real conversations and direct engagement to get to know applicants. For us, it’s about building relationships from the very beginning.”

Julie Wooten, Coral Tree Hospitality’s senior vice president for people service, said the company uses AI to help with candidate follow-up but doesn’t use it to screen or track candidates.

Hiring college graduates

Nationally, managers are increasingly reluctant to hire recent college graduates because of concerns about work ethic, professionalism and interview preparedness. But in Colorado, employers remain enthusiastic about hiring recent grads.

“We are always looking for talent in any and all talent pools that we believe can deliver future team members with the skills and potential we need to continue to thrive,” Johnson said.

“Our involvement with the University of Denver Risk Management Program further ensures a strong pipeline of skilled professionals for the insurance industry.”

Mendez said the company welcomes recent graduates who are eager to learn and grow.

“Whether on the staff or agent side, we offer mentorship, training, and a supportive environment to help them build the skills they need. We value drive, curiosity, and a strong work ethic.”

Lally said hiring recent graduates has always been a vital part of Bloom Healthcare’s strategy.

“They bring fresh perspectives and strong potential. We invest heavily in onboarding and development to set them up for success,” she said.

“And that investment consistently pays off in retention and growth within the organization.

Wooten said hiring recent college graduates brings fresh perspectives to Coral Tree Hospitality. The company often initiates these relationships during internships that enable students to gain experience in the hospitality industry.

“We believe that fresh talent brings innovative ideas and new perspectives that are invaluable to our company,” she said.

“By welcoming recent graduates, we not only enhance our team’s diversity but also foster a dynamic environment where creativity and fresh thinking thrive.”

Morris said Summit is open to hiring recent graduates, especially those who complete a certified financial planner program.

“We believe that designation indicates the individual will have a bright future in this industry,” he said.