Tech Helps in Hiring, but the Human Touch is Still Key

Justin, senior HR manager of talent acquisition (TA) operations, is at the center of everything related to talent acquisition, from technology and data analytics to recruitment marketing and candidate experience. He says resume screening tools and AI use have become much more prevalent. “Candidates are using it to write applications and resumes, and hiring teams are using it to streamline processes.”

Rapid technological advancements bring both opportunities and challenges to the world of recruitment. AI helps CSC optimize job descriptions and improve search visibility, resulting in higher-quality applications. “We use AI internally to help identify qualified applicants based on skills and experience,” Justin says. “It helps us to focus more quickly on the people who best match the role. Members of our TA Team review recommended candidates first. Then we review applicants who may not have been recommended but could be great additions to our company,” he says.

AI is particularly valuable when a single entry-level posting attracts hundreds or even thousands of applications. “AI helps prioritize those who may be best suited for a specific role—but it’s people, not AI, who make the hiring decisions at CSC. Our team reviews not only applicants that the system recommends, but those we believe align well with Our Values, Our Purpose, and mission. We then contact the candidates we want to interview.”

So, what can applicants do to get noticed amid this competitive, tech-driven environment? Justin offers three pieces of advice:

• Use AI as a tool, not a crutch: “An AI-generated resume is a great place to start, but not the final product,” he says. Recruiters can detect when someone relies solely on AI for their resume as a way to stand out in the applicant tracking system (ATS). “Use AI to refine your voice instead of replace it.” He says the human element—the ‘how’ behind your achievements—is what sets you apart. “Being genuine is one of Our Values at CSC, and we look for people who embody those values and who’ll add to our culture. We want to get to know you, not AI.”

• Build your personal brand: “Be active on LinkedIn and in your professional communities,” Justin recommends. “Share content, post insights, engage with others in your field. It shows you’re interested and invested in your work.” Visibility and networking can open doors that resumes alone cannot.

• Be specific and authentic: Generic bullet points don’t impress hiring managers. “If you say you improved ROI, explain how you did it,” he says. “Show the process, the strategy, the results. That’s the human side AI can’t replicate.” Being specific is also important in CSC’s interviewing process. “I can’t mention this enough—we care about how you do something just as much as what you do,” he says.

When it comes to why people join and stay at CSC, Justin points to culture and opportunity. “You’ve got a company that’s been doing business for more than 125 years, yet still feels like it’s in growth mode,” he says. “There’s always something new happening, new teams, new roles, new markets. Your career journey is really what you make it. And for a lot of people, they choose to build long, fulfilling careers at CSC.”