AI Friday powered by RecruitAgent.ai: Exploring the potential of AI in Recruitment with Braintrust AIR

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Today, we’re looking at their promises. We’ll be covering:
  • Job descriptions: Writing job descriptions within minutes
  • Candidate screening: Finding the right match
  • AI interviews: Candidate vs Bot
  • Ethical questions: The challenges ahead

Transforming Job Descriptions

Imagine starting with the task of writing a job description for a new UX designer role. Instead of interviewing the hiring manager and spending hours crafting the perfect post, Braintrust AIR automates this process. You simply input the job title and a small description, and the AI generates a detailed, tailored job description. This is something we’re seeing more and more, with tools like RecruitAgent as well. However, we’ve learned that the quality of these descriptions can vary depending on the initial input and the AI’s understanding of specific roles. The more detailed input, the better the job description.

The world’s first AI recruiter

Streamlining Candidate Screening

Once the job is posted, applications start rolling in. In this state Braintrust AIR assumes you will be sifting through hundreds of resumes to benefit from their candidate screening. Braintrust AIR then steps in to analyze these applications quickly, filtering out so called ‘unsuitable’ candidates and highlighting the most promising ones. It promises that recruiters are able to focus on high-potential candidates rather than getting stuck in initial screenings. However, this fully depends on the quality of the candidate to write a decent resume that is plain to read. Especially a challenging topic with all the different types of resume templates I come across.

The promises of Braintrust AIR

AI-Led Interviews

The AI interacts with candidates sounding like a natural, conversational manner, asking relevant questions about their background and qualifications. However, in my eyes there is one large hurdle right now: the candidate talks to a logo with a voice. I would say that this does not come across ‘personal’, especially in a difficult labor market. Not taking the time to talk to a candidate directly could affect their performance and perception of the company.

An example of an interview with Braintrust AIR

Career coaching for silver medalists

When a candidate does not make the cut, Braintrust AIR serves as an AI career coach. After interviews, candidates receive feedback on their performance, including advice on improving skills and presentation. I like the idea of this feedback mechanism helping candidates prepare better for future opportunities and enhancing their overall experience. A big thumbs up for Braintrust AIR here from my side.

Ethical Considerations and Challenges

While Braintrust AIR aims to reduce biases through data-driven decisions, it’s essential to continually adjust and monitor the AI to prevent perpetuating existing biases in the training data. Transparency in how decisions are made is crucial for building trust with candidates and hiring managers alike, as well as being in accord to the EU AI Act. Additionally, balancing the efficiency of AI with the human elements of recruitment, such as assessing cultural fit and team dynamics, remains a significant challenge in my eyes.

Looking Ahead

Braintrust AIR will of course continue to evolve in the coming years. I think it will fase a lot of challenges, especially with the EU AI Act in mind. However, it is a promising tool and I am curious about where it will transform into in the near future.

Conclusion

Braintrust AIR offers a glimpse into what is possible with AI in recruitment, combining efficiency with data-driven decision-making. However, addressing ethical considerations, maintaining transparency, and balancing AI with human judgment will be key to its long-term success. My belief is that a personal touch is still a necessity for recruitment, especially with scarce profiles.

Stay tuned for the latest developments in recruitment, recruitment marketing and HR technology. Tune in next week for a new AI Friday, where we will explore another groundbreaking AI-tool that can enrich your recruitment process.

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2023 turned out to be a bad year for recruiters worldwide – and LinkedIn a growing threat

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For about 10 years, the ATS makers of Top Echelon have been conducting worldwide surveys among thousands of recruiters. However, the results of the State of the Recruiting Industry Report have never been as grim and depressing as they are this year. Less than a quarter of the approximately 20,000 respondents said they did better in 2023 than in 2022, and a total of 55.3% said 2023 was actually a worse year. Of those, more than half even reported seeing their revenue drop by more than 25% (while only 8.3% saw an increase of more than 25%). Although 2022 might have been a particularly good year, the researchers add.

Increasingly Dependent on LinkedIn

What stands out most in the extensive survey is the enormous – and still growing – dependence on LinkedIn among the respondents. When asked which media generated the most responses for job vacancies, former giants like Monster, CareerBuilder, and ZipRecruiter together didn’t even reach 5%. Indeed managed only a meager 17.1%, while LinkedIn stood head and shoulders above the rest with 39.8% of the votes.

“LinkedIn has been slowly gaining momentum and has grown stronger in recent years,” according to the researchers. When asked where they found the best candidates in 2023, even 41.4% responded with LinkedIn, far ahead of referrals (24.9%), the internal database (17.1%), and cold calling (5.5%). The fact that the latter method is still successful is evident from an earlier question in the survey, where cold calling was named by no less than 35.4% of agency recruiters as the primary source for marketing their services.

Priority: More Clients

The changing market is evident from the question about the priorities of the surveyed agency recruiters for 2024. Only one clear goal emerged: acquiring more clients and securing more assignments. A striking 47.2% named attracting new clients as their top priority, followed by getting more assignments from existing clients (22.7%) and finding new revenue sources (14.9%). Finding highly qualified candidates? This is now only the fourth priority for the surveyed recruiters, at 13.8%.

And what do they see as the biggest threat to their profession? Unsurprisingly, it is primarily a severe recession. Additionally, a substantial portion is so optimistic that they claim to see no threats at all (yet), and more than 1 in 5 also fear the rise of Artificial Intelligence.

“Never thought I’d say it, but LinkedIn has a monopoly on the industry, and they know it.”

But what is particularly striking about this question is the threat many recruiters now perceive from their heavy reliance on LinkedIn. “Never thought I’d say it, but LinkedIn has a monopoly on the industry, and they know it,” responded one of the participants. “LinkedIn has shamelessly raised its prices, and they don’t care about their customers at all. We recruiters fervently hope that another platform emerges to disrupt their monopoly, just as TikTok did to Facebook.”

 

Recap: Future of Talent Retreat 2024 (by Kevin Wheeler)

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The challenges and talent shortages are universal. Whether I am in the US, Asia, Australia, or Europe, the skill shortages are acute in tech firms, health care, aged care, and the trades. Many sectors, including mining and retail, face an aging workforce.

With birthrates below replacement and an aging population, talent shortages are expected to grow unless significant investment is made in upskilling and finding ways to employ the retired, semi-retired, and those who do not want full-time employment.

Learnings:

  1. Unemployment is still very low, and there are talent shortages as elsewhere.
  2. ChatGPT and other AI apps are widely used personally but not specifically for recruiting. This is also true in the US and elsewhere. It will be 2-3 years before we see widespread adoption of AI making a difference in recruiting. This may be further delayed in the EU due to the recently enacted EU AI Act.
  3. The EU AI Act will classify as “High Risk” recruiting apps and “AI systems used for specific purposes, such as employment and HR systems, employment evaluation or recruitment systems, biometric identification systems, educational and vocational training or evaluation systems, etc. The use of “high risk” AI systems will be strictly regulated…”
  4. This act is controversial, as you can imagine, and no one knows exactly how it will be applied to recruiting apps. However, there is no doubt most companies will not adopt tools until they have a clear view of risks and potential penalties.
  5. We had a few discussions about Netflix’s CEO’s proposed concept of talent density. Is it just another name for Quality of Hire? Is it something that can be measured objectively? Is it just one more HR/recruiting fad? What do you think?

Recruitment Leaders Network

The Recruitment Leaders Network (RLN) was established to bring together like-minded professionals responsible for recruitment and hiring strategies, including budget allocation. The Future of Talent event exemplifies this mission. RLN provides a warm and welcoming environment where knowledge and best practices are freely shared, valuable connections are made, and collective efforts elevate the standards for talent acquisition and employer branding. Click here for information about the Recruitment Leaders Network.

Be sure to subscribe to Kevin Wheeler’s Future of Talent weekly newsletter.

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AI Friday powered by RecruitAgent.ai: How AI is going to determine the future of Talent acquisition

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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.

Onboarding

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.

 

What sets recruiters apart the most is… curiosity

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It’s an exaggeration to call recruiters a unique species. However, there are a few traits that set recruiters apart from other professions. Which traits are these? Recent research by The Selection Lab, which also looked at consultants and lawyers, revealed at least one clearly distinguishing characteristic: curiosity. Recruiters turn out to be as much as 15% more curious than all other applicants on average.

nieuwsgierigheid

Enthusiasm is also a trait that relatively many recruiters possess: compared to candidates in other categories and professions, the average recruiter is even 8% more enthusiastic. However, according to the research, recruiters score significantly lower on accuracy (-24%) and organization (-14%). Though, the recruiters who are ultimately hired do score higher on these two factors than those who also undergo the assessments but are ultimately rejected.

Intelligence is also important

Intelligence is also positively correlated with a hiring decision for recruiters, according to Joeri Everaers-Welten, who conducted the research on behalf of The Selection Lab. “The data shows that the average hired recruiter scores 15% higher in abstract reasoning, 12% higher in verbal reasoning, and 16% higher in verbal reasoning compared to the average non-hired candidate. When recruitment agencies objectively measure the intelligence of their applicants, they are more likely to hire the more intelligent candidates. However, numerical intelligence is the least influential factor in a positive hiring decision.”

Wat onderscheidt recruiters van andere beroepsgroepen? Uit onderzoek blijkt dé factor gevonden te zijn: nieuwsgierigheid, op de voet gevolgd door: enthousiasme. In organisatievermogen en accuratesse blinkt de gemiddelde recruiter dan weer minder uit.

The Selection Lab aims to examine the predictors of success for various roles in similar research on a quarterly basis. (Agency) recruiters were fortunate to be featured in the first edition. It turns out that not only curiosity and enthusiasm are distinguishing characteristics of this profession, but their adaptability is also praised. This, of course, closely correlates with curiosity, as the researchers also note. “By seeking out curious candidates, recruitment agencies can find adaptability, support a growth mindset, and enable equal opportunities within their organization.”

Lower in self-confidence

According to the research, the recruiters ultimately hired, on average, score lower on two characteristics: self-confidence (6% less than the other candidates) and ability to cope with stress (32% less than average). “This fits the description of an insecure overachiever,” says Everaers-Welten. “As someone who consistently tries to exceed expectations in search of more self-confidence, this insecure performer is a goldmine for their employer.”

“You don’t have to be Jane Austen to know that too much pride comes with prejudice.”

According to him, there is also another explanation for employers’ preference for a candidate with less self-confidence: “An abundance of self-confidence could, for example, suppress accuracy, honesty, or responsibility. And you don’t have to be Jane Austen to know that too much pride comes with prejudice.”

Among the hired and non-hired applicants at recruitment agencies, there appear to be several notable differences. Hired recruiters seem to prefer more stable, structured, and results-oriented cultures. Moreover, they value enjoyment as part of their job 15% more than the average non-hired applicants. Additionally, the hired candidates are 13% more compatible with a culture that functions like a “well-oiled machine,” and as much as 22% with a culture characterized by stability.

More information

Read the entire research 

Research

 

AI Friday powered by RecruitAgent.ai: The release of ChatGPT-4o – is it useful in Europe?

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What is GPT-4o?

GPT-4o, with the ‘o’ standing for ‘omni’, is the latest iteration of the technology you know from ChatGPT. This version goes beyond just text and seamlessly combines text, audio, and image. This creates a powerful integration that adds new dimensions to AI interactions.

The power of multimodality

One of the most striking features of GPT-4o is its ability to combine and understand text, audio, and image. While previous versions of ChatGPT already delivered strong performance in text processing, GPT-4o now adds audio and image. Imagine being able to consult with ChatGPT during a job interview with a candidate via video call. The AI can give live feedback on the candidate’s body language or provide visual cues about the environment.

Lightning-fast and emotional responses

GPT-4o is not only faster, but also emotionally more intelligent. With a response time of about 320 milliseconds, you get almost instant answers, which ensures a smooth and natural interaction. Moreover, you can now ask ChatGPT to respond with specific emotions, such as sarcasm or drama, which makes your communication much more dynamic.

Real-time translation and multilingual interactions

Another groundbreaking feature of GPT-4o is the ability for real-time translation. In an international work environment, you can now have a conversation with a colleague who speaks a different language. ChatGPT translates your words live, making language barriers a thing of the past. This makes conducting multilingual job interviews or working in international teams a lot easier.

Information about your surroundings

GPT-4o goes beyond just language. With your smartphone’s camera, ChatGPT can now analyze your surroundings and answer questions about what you see. This is not only useful for everyday situations, such as recognizing buildings or animals, but also for special applications such as helping the blind and visually impaired. Imagine showing a candidate around your office and ChatGPT can immediately answer questions about the space or identify objects.

The Desktop App: A smart assistant

ChatGPT is also coming to the desktop with a dedicated app. This app can not only answer questions about what’s happening on your screen but also participate in video calls. This opens up new possibilities for virtual assistance during meetings or presentations. The desktop app is first available for macOS, with a Windows version to be rolled out later.

More features for the free version

An important advantage of GPT-4o is that many features are now also available to free users. While previously only paying users had access to GPT-4, GPT-4o is now being rolled out more widely. However, free users can send fewer messages, while paying users get access to additional features such as an advanced Voice Mode and the ability to create images with DALL-E. Users of the free variant can now also use Custom GPTs.

Limitations of GPT-4o in the EU due to the EU AI Act

While GPT-4o offers promising possibilities, there are certain features that may not be available or have limitations within the EU due to the EU AI Act. This legislation is intended to guide the development and application of AI with an emphasis on safety, ethics, and fundamental rights. Here are some potential limitations:

Real-time facial recognition and image analysis: The EU AI Act is very strict regarding real-time facial recognition and the use of AI for surveillance. Features of GPT-4o that involve analyzing images through your smartphone’s camera, such as recognizing faces or specific objects, may be limited or even completely prohibited in the EU.

Automated decision-making without supervision: The AI Act imposes restrictions on systems that make automated decisions without human intervention, especially if these decisions have a major impact on the lives of individuals. This means that features of GPT-4o that make autonomous decisions, for example in application processes, are likely to be regulated.

Privacy and Data Management: Features that process large amounts of personal data, especially without explicit consent, are strictly regulated. This may mean that certain data collection and analysis methods are limited.

Emotion detection and sentiment analysis: The AI Act sets requirements for systems that use emotion detection and sentiment analysis, especially in public spaces or without the explicit consent of the individuals involved. This means that the emotional interaction capabilities of GPT-4o may be limited in the EU.

Transparency and consent: The AI Act requires transparency about the use of AI systems and explicit consent from users. This may impact how GPT-4o is implemented and used.

Restrictions on surveillance: AI systems used for surveillance purposes are heavily regulated. This means that the ability of GPT-4o to analyze the environment through the camera for surveillance purposes is not allowed without strict control and permission.

Conclusion

GPT-4o from OpenAI represents a new step in the evolution of AI technology. For professionals in HR, recruitment, and recruitment marketing, this tool offers opportunities to improve the efficiency and effectiveness of their work. From lightning-fast, emotional responses to multilingual support and visual analysis, GPT-4o is a powerful tool that can radically transform your work.

However, it is essential to be aware of the limitations imposed by the EU AI Act. This regulation is designed to ensure the safety and ethics of AI applications, and compliance is crucial for the successful implementation of GPT-4o in the EU. This does mean that many features of GPT-4o are not applicable in the EU for now.

Stay up-to-date with the latest developments in AI and discover how you can apply these technologies in your daily practice. Until the next AI Friday!

The AI Friday Blues (Suno.com)

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Suno, which means hearing in Hindi, offers a wide range of genres from Indie-pop, Jazz, Metal, Electronic music, Hip-hop, to R&B. But you can also choose from instruments and vocal styles allowing you to make music that matches your unique taste and style. Some songs have been listened to over 100,000 times, like Shadows of the Holler and this ポートフォリオ. The fun part is that you can also see the used prompt and thus learn from how others do it and create successful songs.

5 Ways to use Suno for recruitment

  1. Personalized message for potential candidates. This could serve as a unique way to reach out to candidates, where a song is created especially for them based on their resume or LinkedIn profile.
  2. Employer Branding. Organizations can use Suno to create songs that reflect the culture and values of the company. These can then be used in marketing materials and/or social media. It is definitely unique and original.
  3. As a workshop. How quickly can someone master a new AI and translate it into something relevant for work, instructions, creation, or fun.
  4. Interview Ice-Breakers. To create a more relaxed atmosphere during job interviews, a customized song from Suno can serve as an icebreaker.
  5. Internal Communication. For internal recruitment initiatives and referral actions and programs, Suno can help create inspiring and surprising content for employees, such as songs that celebrate successes or accompany important company announcements.

Of course, I’ll gladly admit, these examples are somewhat far-fetched. On the other hand, it is indeed a change. These help undoubtedly to provide a more dynamic and interactive experience for both current and potential employees, making recruitment processes distinctive and in some cases also memorable.

Why 94% of business leaders think twice before hiring Gen Z grads?

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Unveiling the hiring dilemma of Gen Z

According to a recent survey conducted by Intelligent.com under 1.243 business leaders, 40% of them are not so sure about how prepared graduates from college are for the demands of today’s working world.  Some have expressed this doubt based on a lack in their work ethics or communication abilities as main detriments while others blame it on more deeply-rooted problems within organizational cultures. The outcomes reveal an intricate problem encountered by recruitment leaders who must adjust to changing conditions when acquiring new talents.

One particular reason that is frequently mentioned for this unpreparedness can be found in the culture of organizations. Business leaders are good aware of the fact that many organizations and workplace dynamics can not match with what incoming talent expects or hopes for. This can be about salary, flexibility, working hours, and responsibilities. But, it’s not all about colleagues and workplaces. There are also concern about parental influence, educational patterns, and problems caused by COVID-19. This just goes to show how complex this problem is.

Addressing skill gaps and salary expectations

The survey clearly shows big gaps with recent graduates, based on Work ethic, communication, and technology are top of the list. In addition to this, a staggering 57% of business leaders remember moments when recent grads asked for excessive salaries which created more difficulties for their integration into the workforce. A 100K US dollars start salary was not an exception. It also forces the recruiters to second-guess if they want to hire new workers. They have a responsibility to help fill these gaps and handle hopes from job seekers well.

Insights from the Trenches – A Futurist’s Perspective

Diane Gayeski gives a thoughtful point of view about how the modern workplace is changing and how it impacts age groups. She questions usual beliefs around generational contrasts by comparing what’s seen as softness in Gen Z with experienced professionals leaving important sectors of industry. Gayeski suggests that workforce dynamics require understanding that goes beyond simple age labels. What drives people? What do they need? Listening and understanding talent in every phase of their life makes a company attractive for talent. To attract and to keep. She also highlights the need to adjust organizational structures to these different viewpoints, life stages,  and utilize new talent groups correctly. It’s starts with communication, talking and most of all.. listening.

The Path Forward

In the current climate of uncertainty about how prepared graduates are to enter the workforce, there is an opportunity to take action and align things strategically. I campus recruitment we see that companies already start in the first years of education to communicate and train talent. Not only for recruitment purposes, but also to make sure the skill gap is not too big. If recruitment leaders also create an environment that welcomes different skills and values, they can position their organizations for success in this increasingly competitive landscape. At the same time, by examining traditional methods for hiring and putting money into more targeted actions, these leaders can help recent graduates flourish at work nowadays.

 

 

What are 20 questions that keep TA-leaders awake at night in Europe?

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  1. What would attract young professionals (3-8 years work experience) to move from corporate to smaller size businesses?
  2. What are the critical criteria to incorporate when crafting a location strategy? What are the top 5 locations (country – wise) hosting security engineers’ talent in Europe?
  3. How do you prepare your Workforce on the upcoming Labour shortage to come in 5-10 years?
  4. How can you assess current & future skills based on skills inference in GenAI?
  5. What are the most effective recruitment channels for attracting talent in the European IT-Sector?
  6. What are in the current time the benchmarks for hiring blue-collar/shop and engineering talent across Europe (within manufacturing sector).
  7. Which three countries can offer highest return on investment in attracting migrant workers to the Netherlands for engineering jobs? (given willingness to relocate and to stay)
  8. How can we persuade freelance nurses to our internal flexible talent pool and show them what advantages a contract has?
  9. How will the composition of the labour market change between now and 2030 in France, Germany, the UK and Italy? What are the structural trends to watch for in each? What are the trends in regards to jobs loss and re-skilling that need to be accounted for?
  10. How will the shortage develop in healthcare and nursing in the next years?
  11. How many Sr. System Engineers with Windows, Linux and Security experience, with sufficient certifications, who speak the German language are available within the bigger area of Rome?
  12. What is the required renumeration to keep the same standard of living when someone moves to another area/city/country.
  13. As most of the workforce is latently/passively looking for a new job, we would be interested to know when a job vacancy stands out for this target audience, and in particular on which (online) platform this is most likely to convert into an application.
  14. What are the data insights for the role of retail field/area manager in the greater Paris region or France.
  15. How big is the candidate market for Audio / Acoustic Engineers in Denmark and what channels to use to reach out to these candidates?
  16. What cities in our near Slovakia have skilled blue collar production workers in manufacturing, automotive, and adjacent industries.
  17. Which channels are European delivery drivers most often use when applying for a job?
  18. Which 3 factors do German store employees find most important when looking for a new job?
  19. What are the best sources for engineers in Poland and the Czech Republic?
  20. What is the average salary range from junior to senior for a front-end developer in the Netherlands (in particular location Randstad)?

You can challenge us till May 17th (00:00) with one free with one question…..

Welcome to AI Friday powered by RecruitAgent.ai: Revolutionizing Recruitment video’s with Generative AI

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What are Generative AI Tools?

Generative AI refers to technologies that can create new content, such as text, images, and videos, based on existing patterns and data. In Adobe Premiere Pro, this technology allows users to generate videos, add or remove objects, and extend the length of videoclips using text prompts. This is similar to Photoshop’s “Generative Fill” feature, but now applied to video.

How Does This Work in Premiere Pro?

Adobe is developing a model that will be part of its Firefly suite. This model will be integrated into Premiere Pro, giving users the ability to make extensive modifications to their video content. Imagine adding an extra scene to a recruitment video without having to shoot new footage. Or seamlessly removing a banana peel from a desk in the background, all with a few simple clicks.

VIDEO: https://m.youtube.com/watch?v=fQftbVN6sQ0

Potential Third-Party Integrations

In addition to Adobe’s own tools, third-party integrations are also being considered, such as Runway, Pika Labs and OpenAI’s Sora. These collaborations would give Premiere Pro users even more options to generate dynamic and engaging B-roll footage, which is crucial for capturing attention in recruitment videos.

The Benefits for Recruitment Professionals

  • Creative Freedom: With these tools, recruiters can bring their creative visions to life without being limited by existing content. You can literally make any changes you want to create the perfect video that matches your brand and message.
  • Efficiency: By using AI-powered tools, recruitment professionals can quickly make changes and don’t have to go back to the drawing board for every little tweak. This saves time and resources, which is essential in the fast-paced world of recruitment.
  • Cost Savings: The ability to extend or modify scenes without additional filming can significantly save production costs. This makes high-quality recruitment videos more accessible to a wider range of organizations.


Future Expectations

While there is no exact launch date yet for these new tools, Adobe’s early demonstration shows promising possibilities. However, it is still uncertain when and how these third-party AI integrations will take place. Adobe describes this integration as an “early exploration,” suggesting that there are still many developments on the horizon.

A New Horizon

For recruitment (marketing) professionals striving for innovation and effectiveness in their communication, the arrival of generative AI in Adobe Premiere Pro opens up new horizons. Whether it’s refining footage or completely reimagining the presentation of available positions, the possibilities are almost limitless.

Adobe is making significant strides with its generative AI-video tools, and this has the potential to fundamentally change the way we think about and work with video marketing in recruitment.

Stay tuned for the latest developments in recruitment, recruitment marketing and HR technology. Tune in next week for a new AI Friday, where we will explore another groundbreaking AI-tool that can enrich your recruitment process.

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Welcome to AI Friday powered by RecruitAgent.ai: Your weekly dose of AI inspiration

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What is Seona AI?

Seona AI is an AI-powered SEO assistant, a tool designed to increase your website’s visibility and traffic by automating optimization. Whether you run a recruitment agency or lead a corporate HR team, everyone wants to be found by the right candidates and employers. This is where Seona AI comes in.

Core Features of Seona AI
  • Automatic SEO Analysis: Seona AI starts with a comprehensive scan of your website. This scan provides insights into your website’s SEO strengths, including blog posts and code changes needed to optimize your search performance. In other words, how well you are currently found, the reasons behind this, and how to improve it.

  • Keyword Optimization: Keywords can be seen as the building blocks of SEO. Seona AI helps in selecting and optimizing the right keywords to attract more visitors. It offers in-depth analysis of which keywords are most effective and what the competition is for them.
  • Content Management: Creating and managing content can be a daunting task. Seona AI helps you with this. The system suggests new blog posts, allows you to easily customize everything, and enables you to approve blog posts before they go live.

  • Automatic Code Adjustments: With minimal effort, you can maximize your SEO results. Seona AI automatically applies code changes, such as optimizing so-called meta tags (a short text that describes the page) and adding alt text to images.

Why Seona AI?

In recruitment, visibility is crucial. A well-optimized site does not only attract more visitors, but it also ensures that these visitors are relevant – potential candidates who are actively looking for the vacancies you offer. Seona AI’s automated and user-friendly approach reduces the complexity of SEO, allowing you to spend more time on what really matters:  matching the candidate with their ideal job.

Be at the forefront of the AI revolution

In a world where technology is constantly evolving, the integration of AI into recruitment remains an exciting prospect. With AI Friday, we want to not only discuss the latest tools but also how they can be integrated into your daily recruitment practices. We will look at AI-driven analytics, engagement strategies, and more.

Stay tuned for the latest developments in recruitment, recruitment marketing and HR technology. Tune in next week for a new AI Friday, where we will explore another groundbreaking AI-tool that can enrich your recruitment process.

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Recruitment tips: which channel leads to the best candidate?

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Your company website: easy, but effective?

The low-hanging fruit of recruiting: posting your vacancy on your company website. It is the most obvious and easiest choice to start. By doing so, you avoid extra costs that you do pay with external websites such as Jobat or VDAB.

However, chances are your job posting will generate less visibility among potential candidates. For instance, applicants must already know your organisation and spontaneously surf to the website themselves. As a result, you won’t reach a large pool of talent.

LinkedIn: battlefield or recruitment blessing?

LinkedIn is the Tinder for HR employees: you scroll through a database of millions of professionals looking for your match. And, let that be an advantage as well as a disadvantage. Like fruit flies on an overripe banana, prospective candidates are overwhelmed by personal messages. Of these, half of them are not looking for a new job, and three quarters are not blown away by the automatic message you only changed the name in.

Recruiting on LinkedIn can pay off when it is part of a broader strategy. Use it not only to share your vacancy, but also to introduce people to your organisation. This way you can let your employees speak or show your business expertise with an interesting blog. And, it doesn’t always have to be serious – a mix of information and entertainment is ideal. A team-building activity where everyone comes to work dressed up? Perfect to show the atmosphere within the company … go for it!

Your own employees: the power of word-of-mouth

Sometimes you have to make it with what you have – and in the context of recruitment this is a big win. Namely, 30% of the new employees coming in are provided by your very own staff members.

That’s why word-of-mouth is one of the most powerful communication channels. Because, let’s face it: you believe the words of a good friend rather than those of a company, don’t you? In addition, this recruitment strategy gives you three additional benefits:

1. Lower recruitment cost

You spend less money on advertisements or job sites. In addition, you spend less time looking for the right candidate. This gives you more free moments for other tasks, which benefits both the organisation and you.

2. Better quality of candidates

Because your employees promote the organisation, candidates get a clearer picture of the company. As a result, expectations are better aligned than when they apply directly through a job vacancy. Your employees will only recommend candidates whose potential they are convinced of. After all, they don’t want to risk their own reputation!

3. Higher involvement of your own employees

Involving your own employees makes them feel part of the larger company goals. They feel intrinsically committed to the organisation as they help build its continued growth and success.

And the winning channel is?

Each channel has its pros and cons. For example, posting a job vacancy on your company website is a small effort, but you reach fewer applicants. You can reach more prospective candidates in LinkedIn, but you will bump into thousands of other companies.

Ultimately, the classic word-of-mouth wins: your employees promoting the organisation. By activating your employees in your recruitment strategy, you attract new and high-quality talent faster.

Curious about how to activate your employees in this word-of-mouth strategy?

Discover the 5 crucial steps in the e-book “How to turn your employees into ambassadors and build your employer brand?”