AI Can Screen Resumes — But It Can’t Read Culture
Why experience, intuition, and human connection still matter in hiring.
AI is transforming recruiting, but not always for the better. Every week, a new AI recruiting tool promises to revolutionize the industry. It can scan thousands of resumes in seconds, rank candidates by “fit,” schedule interviews, summarize feedback, and even predict who’s most likely to accept your offer.
Impressive, right?
Until you speak with candidates who have used the tools, most find it odd to have AI decide their fate in the hiring process. Don’t get me wrong—AI can be especially helpful for high-volume roles where standard qualifications matter, like shift availability, salary range, or machinery experience. But when the role demands leadership, influence, or cultural fit, that’s where the algorithm ends and experience begins. From my 30 years of executive hiring, I’ve learned this: speed without understanding is just costly noise.
Over the past 18 months, I’ve seen organizations quickly adopt AI recruiting tools, often motivated by the same reasons that fueled the early HRIS boom: “Everyone
else is doing it, so we need it too.” Or they view it as “a great way to streamline the process and save headcount.”
The issue isn’t the technology itself; it's the haste.
Many companies implement these tools into their processes without establishing the essential data, training, or human calibration needed to ensure their
effectiveness. They assume that if a model is “trained on millions of resumes,” it must understand what makes a great hire. However, algorithms don’t grasp
chemistry. They don’t perceive leadership nuance. They don’t detect when a candidate’s confidence conceals fragility, or when quiet humility masks
extraordinary capability.
It scores what is on the resume, and what they see is often incomplete. I’ve seen it happen firsthand: a candidate gets screened out because a keyword was missing.
Another gets ranked high because their résumé matches the job description, yet they flame out in six months because they never fit the culture. AI did its job. It was efficient, but it wasn’t effective. Which results in an illusion of progress.
Recruiting is arguably the most strategic HR function. It should never be just about finding the best résumé. The best recruiters focus on finding the right talent for the role. You know, the one who has both the capability AND fits the culture. Finding that intersection is where experience still counts the most.
At Evolve HR Solutions, we leverage technology, but we don’t hide behind it. We still believe in connecting with every candidate to understand who they are, what they believe in, and how well they understand the role. Before we start a search, we focus on three key things:
Capability – What specific skills and leadership competencies drive success in this environment?
Chemistry – How does this person’s style complement the existing leadership team?
Culture – What are the unspoken dynamics that make someone thrive — or fail — inside your organization?
That conversation sets the tone for everything that follows. It’s high-touch, personal, and deliberate. It allows us to sell the company and the role, because we have come to know the leadership. We certainly don’t outsource understanding to an algorithm. Instead, we build it through dialogue, curiosity, and 30 years of pattern recognition that no machine can replicate. That’s the difference between a quick fill and a transformational hire. Because when you get it right, the return isn’t just faster hiring, it’s a deeper connection between people and purpose.
That’s the Talent Advantage, and that is how Evolve HR Solutions solves your talent challenges.
ABOUT THE AUTHOR
Jeff Lupinacci spent the last 25 years at some of the world's best-known companies, such as Intel Corporation and Kimberly-Clark. His career spans key executive roles such as Chief Learning Officer, Chief Talent Officer, and Chief Integration Officer. After a successful corporate career, Jeff turned his focus to his true passion—serving the overworked and under-resourced HR profession.
Beyond his corporate success, Jeff is a sought-after speaker and thought leader, with his insights featured in leading publications such as CFO Europe, Nikkei Business Magazine, and Baylor Business Review. In addition to his business leadership, Jeff is an adjunct professor at Baylor University, where he teaches Human Capital Management for the Executive MBA program and leads the HR Strategy and Analytics capstone for undergraduates.
Jeff is the best-selling author of The Talent Advantage: A CEO’s Journey to Discover the Value of Talent. He lives in Dallas, Texas, with his wife and two doodles.