In parallel with the increased use of Artificial Intelligence (AI) in recruitment processes, there is also an ongoing discussion on the dehumanisation in automatised recruitment. On one hand AI-based recruitment have a potential to reduce the human bias, on the other hand there are parts of the process that still needs a human judgement. Another concern is that the identified dehumanisation could harm the relationship between employees and employers. Research indicates that AI-based technologies definitely have the potential to increase the efficiency of the recruitment process by replacing humans in time-consuming tasks. Less research as been conducted on the human perceptions about AI-based recruitment. In a time when AI-based recruitment tools are used in a rapidly increasing number of companies and organisations, it is important to better explore the human side of the process. Therefore, this paper investigates: What are the perceptions of the candidate conditions in automatised and AI-based recruitment processes? This study was conducted with a qualitative approach with data gathered from candidates and recruiters that all had experiences from AI-based recruitment processes. Four candidates and two recruiters were chosen with the idea of a purposive sampling. Answers from six audio recorded semi-structured interviews were categorised in a deductive thematic analysis. The theoretic lens for the study was the Model of Applicant Reaction to Selection. Findings showed that the respondents had a negative attitude towards the dehumanised recruitment process. The most obvious finding was the general critique towards the AI-based assessment of candidates' social skills. At the same time, the majority of the respondents agreed on that AI-based recruitment tools have a potential to make time-consuming administrative tasks more efficient. Only one respondent was willing to go through a completely AI-based recruitment process, and all respondents pointed out different ways in which the recruitment tools need to be improved. The conclusion is that the AI-based recruitment tools must be made more transparent and used as a support for decision-making rather than being the decision maker. The recommendation is a hybrid solution, where AI-based tools are used to assist and create the basis for well-informed human decisions.