Massive sorting automation
The "matching" between job descriptions and CVs takes a technological step forward thanks to Generative AI. No more tedious reading of hundreds of files: ATS (Applicant Tracking Systems) software now classifies candidates in order of semantic relevance. Companies, overwhelmed by applications themselves generated by AI, are automating the response to no longer be limited to the first to arrive.
The rise of recruiting voice agents
Innovation is moving towards voice with tools like AI "Alex" from the startup Omogen. These agents telephone candidates directly to verify factual data or assess motivation via role-playing scenarios. For positions at large volumes, such as "blue collar workers", this technology promises to divide recruitment time by three without increasing HR staff.
The AI Act’s safeguard
Faced with the risk of a "black box" and automated discrimination, the European Union classifies recruitment as one of the most vulnerable areas. "high risk". The IA Act regulation, scheduled to come into full force in August 2026, will impose full transparency and mandatory human supervision. The issue is crucial: to prevent algorithmic bias from unfairly rejecting qualified profiles based on opaque criteria.
