Shane McLave explains why AI can play a positive role in recruitment but why the role of the recruiter is as important as ever.
With the rapid advances in AI, do you think it will change the way we recruit in the hospitality industry?
Yes — AI is already changing recruitment and hospitality should move with it. Candidates are using tools like ChatGPT, Gemini and Copilot to refine CVs and applications; a growing share are now AI-edited. That is not inherently negative — proofreading and clearer writing help everyone. The risk is that profiles can read more senior or more technical than the person really is, and large volumes of applications can look “perfect” on paper. As a result, the brief and the assessment process matter more than ever.
That’s why strong hiring fundamentals matter — structured, competency-based interviews, practical scenarios and follow-ups that test real experience. Verification also cannot be an afterthought. AI makes it easier to create convincing references, qualifications — or even ID — so right-to-work checks, reference validation and qualification checks protect clients, teams and guests.
Has AI changed the way Excel Recruitment does business?
Yes and no. For over three years we have introduced AI and automation where it genuinely improves speed, accuracy and service. One example is timesheets. We have moved from paper timesheets for one-off shifts and spreadsheets for group bookings to fully online timesheets, improving security and providing a clearer audit trail. Over time, it can highlight patterns such as repeated overtime, peak pressure points or absence trends. As always, data quality matters — better inputs produce better insights.
Do you use AI when recruiting permanent position for clients?
Yes. AI is particularly useful on permanent searches where the brief is specific — mandatory qualifications, technical skills, leadership behaviours or experience in certain standards and environments. We can interrogate our database of over 200,000 candidates using clear criteria and sensible exclusions to produce a relevant longlist quickly.
That speed means our consultants can spend more time speaking with people, validating fit and assessing capability in a structured way — shifting the focus from a polished CV to evidenced skills and outcomes.
Where do you see AI adding the most value in hospitality recruitment over the next 12-24 months?
The biggest gains will come from removing friction across the hiring journey. On the client side, AI can help turn a hiring need into a clearer brief — tightening salaries, standardising skill requirements and ensuring essentials like hours, location, pay structure and compliance steps are captured.
On the candidate side, it can improve communication — quick acknowledgements, interview scheduling and clearer timelines and next steps.
Beyond recruitment, AI can support onboarding and early success by sharing role-relevant policies, checklists and training refreshers and flagging where extra coaching may be needed.
Will AI replace recruiters?
AI will not replace recruiters — but it will raise the standard of recruitment. It reduces manual administration, improves speed and consistency and frees time for what matters — relationships, understanding a client’s operation, representing their brand and guiding candidates through a professional, human process.
In hospitality, that human layer protects service quality because the right hire is not only about skills, but also standards, attitude and reliability under pressure.
Hospitality is a people business. The winning approach is using AI to enhance service — faster responses, better matching, stronger reporting — while keeping human judgement at the centre. Combine smart tools with structured interviewing, robust verification and clear guardrails around fairness and privacy and you can hire with more confidence and build teams that deliver outstanding experiences.
