With applications at a record high, an increase of 42 percent year after year, recruitment teams are under growing pressure to increase efficiency without losing details and supervision.
Artificial intelligence is becoming increasingly accessible for job seekers, but the full potential for recruiters is still being investigated.
Joel Delmaire, Chief Product Officer at Jobadder, says that the problems with which recruiters are confronted has not changed much over the years, but AI offers new ways to approach them. That said, real transformation will not happen overnight. One of the biggest obstacles remains integration. AI tools must work within existing recruiter workflows to be hired on a scale.
Jobadder already identifies where AI can make a real difference in recruitment and implementation of tools that are naturally pressed into how recruiters already work.
“Seven years ago, the traditional AI dramatically began to improve part of the recruitment experience in fields such as the search for work and job recommendations for job seekers. The next Golf of GenerativeAi has the potential to be applied much wider, but we still have to see the breakthrough uses that will transform the industry. Genai has just been accepted.
Despite heavy investments, it has not yet had a significant impact on the recruitment industry. Instead of real transformations that will re -define workflows, we see smaller usage cases such as improving speed. However, I expect that in the coming years will be crucial for exposing the most effective applications of Genai in recruitment. “
While we are waiting for that bending point, Delmaire outlines five practical ways in which recruiters can use AI to improve how they work in 2025:
Automate repetitive admin
“Many repetitive tasks for recruiters, such as candidate skills extraction and summaries, or comparing CFS with job descriptions, can be improved with AI. For example, with applicant-tracking systems (ATS), recruiters can automate the screening of applications that have been received and AI and Opkenscaatsbagsaats can in their vocation searches in their vocation searches in them in their vocation searches in them in their satches in their satches in their satches in their satches in their satches of matching Automate.
Although some of these possibilities have existed for years, the ability of Genai to understand unstructured, ambiguous data and seamlessly adapt it to the context of each task, it is even more efficient.
By automating repetitive tasks, recruiters have more time to concentrate on strategic activities such as the involvement of candidates and building relationships. “
Improve the quality of the track advertisements and clarity
“AI can help recruiters in writing high -quality vacancy advertisements, so that all correct information is available for a job seeker to understand the role and to make an informed decision about applying.
This first design can be a strong basis for the recruiter to refine and adjust the message, which ultimately saves time. However, human judgment must always be applied to prevent unexpected prejudices or errors. “
Use AI in your existing tools
“The inclusion of AI in the recruitment industry has been slow, with few recruiters who use it on a scale. This can be due to the challenges of integrating AI in existing workplaces. Recruiters must enter a lot of information that already exists in their systems that step outside their platform to do a task.
It is not that the possibilities of Genai are not there; It is normal that they are not integrated into the current and are not handy today, which creates a lot of friction in adoption.
I think that will change considerably in the coming years if software companies will learn how they can integrate it into the workflow. For now, recruiters can try to reduce this friction by having clear and detailed template actions for repetitive tasks. “
Train your team
“Organizations that invest in team training in AI skills will receive a competitive advantage. There is a strong correlation between companies that excel in the use of AI and those who offer formal training and implement systematic initiatives within their organization.
At Jobadder we offer an important training to our development team and we look at company -wide initiatives, such as hackathons, to investigate how AI can best be used throughout the organization.
Recruiters who now increase themselves in AI technologies will be well positioned to take advantage of future progress. “
Let the problem lead, not the technology
“Insight into the unique challenges of recruiters and identifying where AI can help, will be the key.
Some problems that could not be solved with more traditional technology can now almost be solved by Genai. Recruiters must identify their biggest pain points and experiment with AI-driven solutions to determine where the technology can offer the most impact. “
Looking ahead, Delmaire AI expects that she stimulates small but meaningful improvements in efficiency – making tasks faster and easier. But as with most major technical shifts, the deeper changes will take time.
“At Jobadder we are particularly focused on AI -USE Cases in which recruiters have to understand or generate large quantities of unstructured data, such as understanding a large number of CVs, summarizing candidate profiles and writing vacancies. These are all areas where AI can make a tangible difference today.”
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