AI is speeding up sourcing, CV screening, and job-ad drafting, but it does not replace the methods that research shows actually produce good hires. The evidence still favours structured interviews (Sackett et al., 2022), honest realistic job previews (Earnest et al., 2011), and fit-based attraction (Chapman et al., 2005) — none of which AI makes obsolete. There are also real limits: automated screening can embed bias and, in the EU, recruitment and selection systems are classed as „high-risk“ under the AI Act, which brings transparency and oversight duties. The balanced approach is to use AI for efficiency while keeping scientifically validated methods for the actual hiring decision.