How Public Health Organizations Can Start Using AI with a Human Approach

Government and non-profit public health organizations often operate under tight budget constraints, making large-scale AI implementations seem out of reach. However, the good news is that AI tools are becoming more affordable, accessible, and customizable—especially with the growth of cloud-based, software-as-a-service (SaaS) platforms. Even organizations without a large IT infrastructure can begin integrating AI into their recruitment processes with a phased, cost-effective approach. Before using AI, make sure your organization has an AI policy in place and that you are adhering to your organization’s rules and regulations. If you don’t have a policy in place at your organization, consider partnering with organizations like F&T labs to develop one.

1. Start with Free or Low-Cost AI Tools

A variety of AI-powered recruitment tools now offer freemium models or discounted rates for non-profits and government entities.

• Chatbots for candidate communication: Tools like Tidio or Zoho Recruit offer free chatbot options that can handle basic applicant queries, provide information about job openings, and guide users through the application process.

• AI resume screening: Platforms like Vervoe, Skillate, or even LinkedIn’s recruiter tools use AI to screen applicants. Some offer tiered pricing or grants for public organizations.

• Applicant tracking systems (ATS): Open-source or low-cost ATS platforms like SmartRecruiters, Recruitee, or Jobsoid have built-in AI features like resume ranking and candidate matching.

2. Partner with Academic Institutions or Tech Non-Profits

Collaborating with universities, tech incubators, or non-profits focused on AI and workforce development can be a powerful way to access cutting-edge tools and expertise.

• Public health schools or computer science departments at universities may offer partnerships or student-led projects to build or customize recruitment AI tools.

• Organizations like DataKind and AI for Good Foundation connect non-profits with volunteer data scientists and developers who can help build tailored AI solutions.

3. Use AI Features in Existing Tools

Many public health organizations already use platforms like Google Workspace, Microsoft Office, or LinkedIn. These tools increasingly embed AI-powered features that can be leveraged for recruitment.

• Microsoft Copilot and Google Gemini can help write job descriptions, draft emails, or summarize resumes.

• LinkedIn Recruiter offers AI-assisted talent matching and passive candidate identification, often at a discounted rate for non-profits and government entities.

4. Join Public Sector Recruitment Collaboratives

Federal and state health departments, especially smaller local public health agencies, can pool resources by joining or forming regional recruitment collaboratives.

• These collaboratives can share access to AI-enabled platforms, centralize applicant pools, and even coordinate outreach campaigns using AI-optimized messaging.

• For example, a group of county health departments in a state could jointly subscribe to an AI-enhanced applicant tracking system, lowering individual costs.

5. Leverage AI for Outreach and Marketing

One of the most immediate, low-cost uses of AI is in recruitment marketing—crafting compelling job posts, outreach messages, and targeted social media campaigns.

• Generative AI tools like ChatGPT or Jasper can help HR teams write inclusive, engaging, and SEO-optimized job descriptions.

• AI-driven ad platforms on Facebook, Google, and LinkedIn use machine learning to target job ads to relevant audiences—improving ROI even on small ad budgets.

6. Take Advantage of Government and Philanthropic Funding

Several federal grants now support digital modernization and workforce development in public health.

• The CDC’s Data Modernization Initiative (DMI) and HRSA’s workforce development grants sometimes include provisions for technology and staffing enhancements—including digital tools like AI.

• Foundations such as Robert Wood Johnson Foundation or Kresge Foundation fund tech-forward public health workforce initiatives.

7. Start Small, Measure, and Scale

Instead of launching a full-scale AI overhaul, start with one focused need—like reducing time-to-hire or screening high volumes of applicants for seasonal roles. 

• Measure the impact, such as improved candidate quality or faster response times, and then scale thoughtfully.

• Continue to test for impact and adjust implementation as needed.

By taking a strategic, incremental and human approach, public health organizations can begin to harness the power of AI without overextending their budgets or technical capacity. Starting small, partnering wisely, and leveraging existing tools can build a strong foundation for long-term success. As AI continues to evolve, early adopters in the public sector will be better positioned to attract top talent, streamline recruitment processes, and strengthen the overall public health workforce, ensuring that communities benefit from a more agile, data-informed, and responsive system.While AI can transform how we recruit, recognize, and reward talent, it is essential that a humans remain at the core. AI tools should never be a substitute for human input but instead enhance the speed and flexibility at which public health adapts to the changing landscape.