AI Friday: How AI is going to determine the future of Talent acquisition

The role of recruiters is about to experience a profound transformation thanks to artificial intelligence (AI). Although the used cases are still scarce within recruitment, the tooling you can use is increasing very quickly. And the demonstrations and individual use cases are mostly impressive. It is a matter of months that the chaff is already starting to separate itself from the wheat using AI. Be it a self-developed Recruitment AI from Cielo, Spadework or Scotty through to Gemini, Perplexity or ChatGPT. How can recruiters embrace more and better talent using AI? Here are some examples and facts to convince you and/or your managers, should you still have doubts…


Geert-Jan Waasdorp on May 31, 2024 Average reading time: 3 min
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AI Friday: How AI is going to determine the future of Talent acquisition

The power of AI-TA

The rapid advancement of Generative AI in particular, offers recruiters unprecedented opportunities. As Matt Alder’s report highlights, AI can offer organisations real-time insights into skill for the future, salary benchmarks and competitor recruitment activity. This information enables companies to proactively adjust their strategies and act quickly to gain a competitive advantage. However, it is important to check the data carefully, as for now it is still largely unreliable. But this will only improve in the near future.

Dynamic Talent Pools

AI can create dynamic talent pools, as described earlier in this article, by identifying internal and external candidates who can be recruited quickly. By mapping skills and using automated sourcing, companies can build real-time talent pipelines. This enables recruiters to always have the right skills in place, whether for internal mobility, hiring permanent staff, or engaging freelancers and interim talent.

Smart recruitment marketing

Another powerful use of AI is smart recruitment marketing. AI can predict where job ads are most likely to be seen by the intended candidate. This optimises ads based on real-time performance and dynamically allocated budgets to maximise ROI and CPA. Parties like Radancy and Jobmatix are good at this. Thereby, language models like Facebook’s LLaMA can continuously personalise ads based on the behaviour of different audiences.

Process automation and personalisation

AI offers a unique opportunity to personalise the recruitment process at scale. By communicating with candidates 24/7 via chatbots like Scotty and virtual assistants, recruiters can give candidates continuous updates and guide them through the application process. This significantly enhances the candidate experience, making the process more personal and responsive.

Smart Selection

AI can match and rank candidates based on patterns in large amounts of data, making the screening and assessment process more efficient and less biased (in theory). This expands the talent pool and increases the chances of the right match between candidate and vacancy, ultimately leading to better performance in the workplace.

Facts and Figures

According to Gartner, 68% of CIOs and technology leaders expect AI-related technologies to be their top priority, more than any other technology. In addition, 63% of CEOs and executives are engaged in discussions about Generative AI during board meetings. These figures underline the growing importance of AI in strategic decision-making and operational efficiency.


AI can improve the onboarding process by tailoring it to the needs of each new employee, enhancing their initial experience and integration into the team. This can be especially valuable for hard-to-fill positions or in situations where there is intense competition for talent.

Starting now is winning later

To harness the full potential of AI, recruiters must start now to understand, use, test and learn from it. Gartner predicts that by 2026, as many as 80% of companies will have implemented Generative AI. That means a lot of new talent needs to be recruited, reskilled and people trained. This highlights the need for recruiters to start understanding AI now, and perhaps much smarter… integrating AI into their recruitment strategies.


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Geert-Jan Waasdorp

Geert-Jan Waasdorp

Entrepreneur and Investor at Intelligence Group, Academie voor Arbeidsmarktcommunicatie, Werf&, Arbeidsmarktkansen, Recruitment Accelerator en
Geert-Jan Waasdorp has been active in the world of job market communication and recruitment since 1999. He started his journey as an analyst, and grow into an entrepreneur, business owner, investor and innovator. Waasdorp is a guest speaker, blogger and author of several books on recruitment and employer branding.
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