Technology has long played an important role in the recruitment industry, helping to save costs while increasing efficiency (Okolie, 2017, Singh, 2003). Recruitment, as it currently exists, is just 16% effective, according to the US Department of Labor (ClearFit, n.d.). If it is like this, then implementing AI could allow for substantial enhancements to be made. Bullhorn (2018) claims that these preliminary enhancements will have an impact on finding and screening of applicants during the initial phases of the recruiting process. Two different types of studies were conducted to determine how much of an effect AI could have on the hiring process. Five specialists in distinct areas of hiring and AI were interviewed using semi-structured interviews. Experts in the subject of AI in HRM were observed at a roundtable discussion to identify and dissect the most pressing issues and topics of discussion. At the end of this study, a novel approach to hiring is proposed. This method allows human resources teams to optimize the efficiency and efficacy of talent acquisition despite integrating substantial technological and structural innovation in the recruiting process.