{"id":1794,"date":"2026-11-06T08:00:00","date_gmt":"2026-11-06T08:00:00","guid":{"rendered":"https:\/\/marichka.com.ua\/?p=1794"},"modified":"2026-11-07T22:31:11","modified_gmt":"2026-11-07T22:31:11","slug":"ai-dlia-hr","status":"publish","type":"post","link":"https:\/\/marichka.com.ua\/en\/blog\/ai-dlia-hr\/","title":{"rendered":"AI for HR processes candidate applications 24\/7"},"content":{"rendered":"

AI for HR in a small company most often handles one specific task: the initial conversation with a candidate. A bot on Viber, Telegram or the website responds to applications within seconds at any time of day, explains the working hours and pay as per the job description, collects contact details and sends a completed candidate profile to the recruiter. The interview and the decision to hire remain the responsibility of a human.<\/p>\n\n\n\n

Recruitment is currently the main area where HR teams are implementing artificial intelligence. According to the SHRM State of AI in HR 2026 study (a survey of 1,908 HR professionals, report dated 31 March 2026), 39 per cent of organisations use AI in HR functions, and 27 per cent in recruitment \u2013 which is more than for any other HR task. Below, we\u2019ll look at how this plays out in a company where there is just one recruiter and applications are coming in thick and fast.<\/p>\n\n\n\n

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Contents<\/strong><\/p>\n\n\n\n

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  1. Monday, 8.50 am: forty messages from candidates and not a single reply<\/a><\/li>\n\n\n\n
  2. Between the interview and the first phone call, the candidate goes missing<\/a><\/li>\n\n\n\n
  3. What AI for HR handles during the first interview<\/a><\/li>\n\n\n\n
  4. The conversation on Viber is going on late into the evening<\/a><\/li>\n\n\n\n
  5. The bot doesn\u2019t decide who to choose<\/a><\/li>\n\n\n\n
  6. The bot and the recruiter are each responsible for their own stage<\/a><\/li>\n\n\n\n
  7. What information about a vacancy should you gather before launching it?<\/a><\/li>\n\n\n\n
  8. The first week with the AI recruiter involves reviewing candidates\u2019 conversations<\/a><\/li>\n\n\n\n
  9. Frequently asked questions<\/a><\/li>\n<\/ol>\n\n\n\n

    Section: Instructions and cases<\/a><\/p>\n<\/div><\/div>\n\n\n\n

    Monday, 8.50 am: forty messages from candidates and not a single reply<\/h2>\n\n\n\n

    Imagine a warehouse complex just outside Kyiv. They need to recruit 12 order pickers before the season starts; the vacancy is advertised on Work.ua and on a local Telegram channel, with a Viber number at the bottom of the advert. Oksana is in charge of recruitment, whilst also managing HR paperwork and shift rosters.<\/p>\n\n\n\n

    On Friday evening, the advert was reposted in the local neighbourhood chat group. Over the weekend, I received forty messages on Viber. Most of them were the same: \u201cWhat\u2019s the salary?\u201d, \u201cIs transport provided?\u201d, \u201cCan I apply without experience?\u201d, \u201cIs it a formal job?\u201d. A few people sent photos of their CVs, whilst others asked straight away if they could start tomorrow.<\/p>\n\n\n\n

    On Monday at 8.50 am, Oksana opens her messaging app and starts replying from the top down. By lunchtime, she will have got as far as the twentieth conversation. Meanwhile, some of those who messaged on Saturday have already received a reply from the neighbouring warehouse.<\/p>\n\n\n\n

    Between the interview and the first phone call, the candidate goes missing<\/h2>\n\n\n\n

    Candidates are used to hearing nothing from employers, and this is where AI for HR makes its first noticeable difference. According to a survey Work.ua (November 2022, 9,142 candidates)<\/a>, 76 per cent of jobseekers had experienced a situation where a recruiter had not contacted them after an interview. Only 24 per cent always received a reply.<\/p>\n\n\n\n

    A more interesting explanation from employers: Work.ua surveyed a further 1,523 company representatives. 30 per cent cited the high volume of applicants as the reason, 22 per cent admitted frankly that they forget to reply, and a further 20 per cent blamed slow decision-making within the company. The first two reasons boil down to the same thing: people simply cannot keep up with the flood of messages.<\/p>\n\n\n\n

    At the initial response stage, this issue is more acute than after the interview. Someone looking for a job in a warehouse or in deliveries applies to several places at once. Whoever replies first and sets out clear terms is the one who gets the call.<\/p>\n\n\n\n

    What AI for HR handles during the first interview<\/h2>\n\n\n\n

    The initial contact with a candidate consists of repetitive questions, the answers to which are already provided in the job description. It is precisely this part that is handled by the bot. Based on the job description, the Marichka AI manager responds within 10\u201330 seconds at any time of day or night, drawing its answers solely from the knowledge base you have provided. It is configured for job vacancies in the same way as for a product catalogue: instead of prices and stock levels, the database contains the terms and conditions of employment.<\/p>\n\n\n\n

    The bot is integrated where candidates are already messaging: on Viber, Telegram, Instagram, Facebook, WhatsApp or via a widget on the website\u2019s job vacancies page. Simply replace the phone number in the job advert with a link to the bot on Viber or Telegram, and the candidate can start a conversation with just one tap.<\/p>\n\n\n\n

    In practice, the bot handles a number of things. It explains the shift rota, the pay rate, the address and how to get there. It answers questions about experience, age, documents and formal employment procedures. It collects the candidate\u2019s name and telephone number and asks when it would be convenient for them to speak. If a candidate asks something that isn\u2019t in the database, or clearly wants to speak to a human, the bot forwards the conversation to the recruiter along with the entire chat history.<\/p>\n\n\n\n

    The main difference from a button-based questionnaire bot is that this system understands free-form text. A candidate writes, \u201cHow much is the take-home pay per month, and do you pay for overtime?\u201d, and receives an answer to both questions, without a \u201cselect option 1\u20135\u201d menu. We explain how such systems work and what their limitations are in this article on AI agents and one-click bots<\/a>.<\/p>\n\n\n\n

    The conversation on Viber is going on late into the evening<\/h2>\n\n\n\n

    Here\u2019s what that Saturday review looks like when the advert contains a link to a Viber bot instead of a phone number.<\/p>\n\n\n\n

    The applicant writes at 10.15 pm: \u201cGood evening. Are you still looking for order pickers? I have no experience.\u201d The reply comes within a few seconds: yes, the vacancy is open, no experience required, and there\u2019s a mentor for the first week. The bot immediately gives a brief summary of the rota and pay rate from the job description.<\/p>\n\n\n\n

    Next, the candidate asks about transport. The bot replies, stating where the company bus departs from and at what time. The next question is: \u201cWhat if I\u2019m a student \u2013 can I only work night shifts?\u201d Here\u2019s a rule from the knowledge base: the recruiter decides on individual working hours. The bot says exactly that, asks for a name and phone number, and suggests a time for a call.<\/p>\n\n\n\n

    \"Close-up:<\/figure>\n\n\n\n

    On Monday at 8.50 am, instead of forty half-baked conversations, Oksana sees a few messages with context: who, where they\u2019re from, what they\u2019ve already asked, and when it\u2019s convenient to speak. The standard questions had already been sorted out at the weekend. All she has to do is ring those who are ready to come in and start with the earliest ones.<\/p>\n\n\n\n

    If your weekends currently look like the first option, it\u2019s worth applying for one vacancy before the seasonal recruitment drive begins.<\/p>\n\n\n\n

    The bot doesn\u2019t decide who to choose<\/h2>\n\n\n\n

    The biggest temptation with an AI recruiter is to let it filter out candidates who \u201cdon\u2019t fit the mould\u201d. It is best not to do this. The EU Regulation on Artificial Intelligence (2024\/1689, Annex III, point 4(a)) classifies systems for recruiting staff as high-risk, particularly those that analyse and filter applications and assess candidates. Ukraine is not part of the EU, but the logic behind this provision is clear: automatically rejecting a person without explanation is precisely the kind of action that most easily amounts to discrimination.<\/p>\n\n\n\n

    That\u2019s why there\u2019s a simple rule for the HR bot. It provides information and gathers data; it does not make judgements. If a candidate does not meet a formal requirement for the vacancy (for example, a medical certificate is required but they do not have one), the bot honestly states the requirement and still passes the contact details on to the recruiter. The decision is made by a human.<\/p>\n\n\n\n

    The second rule concerns data. Before a candidate hangs up, they must understand what they are writing to the automated assistant and consent to the processing of their personal data. Access to correspondence with candidates in Marichka AI is role-based, so only those involved in the recruitment process can view the conversations.<\/p>\n\n\n\n

    The bot and the recruiter are each responsible for their own stage<\/h2>\n\n\n\n

    It is easier to agree on the division of tasks in advance than to sort out every contentious conversation. An HR chatbot handles all repetitive tasks for which there is a ready-made answer, whilst anything requiring human judgement is left to the recruiter.<\/p>\n\n\n\n

    Stage<\/th>Bot<\/th>Recruiter<\/th><\/tr><\/thead>
    First reply to a review<\/td>Available 24\/7<\/td>Sees the dialogue in the morning<\/td><\/tr>
    Enquiries regarding terms and conditions, timetable and address<\/td>Matches the job description<\/td>Updates the knowledge base when conditions change<\/td><\/tr>
    Collecting contact details<\/td>Name, telephone number, preferred time for a call<\/td>Checks the card before making a call<\/td><\/tr>
    Non-standard enquiry<\/td>Transfers the person along with all correspondence<\/td>Makes decisions and takes personal responsibility<\/td><\/tr>
    The interview and the decision to hire<\/td>Not taking part<\/td>Conducts and adopts<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

    What information about a vacancy should you gather before launching it?<\/h2>\n\n\n\n

    The bot knows exactly what is in its database. If the job description makes no mention of a lift, it won\u2019t come up with a route and will pass the query on to a human. This is safe, but every such handover reduces the overall benefit. That\u2019s why the database should be compiled once, but comprehensively. The success of AI for HR depends more on this preparation than on the bot\u2019s settings. With a half-page job description, the bot will have to contact the recruiter for almost every question.<\/p>\n\n\n\n

    Minimum requirements for one vacancy:<\/p>\n\n\n\n