AI in the Recruitment Industry: What Can It Be Used For? 

AI is playing an increasingly important role in the recruitment industry. Not only in recruitment itself, but also in supporting employees and simplifying daily processes. At OPUS Recruitment, we focus on how technology can make our work easier without losing the personal connection. 

 

How do we use AI at OPUS? 

A good example is how we use technology to support sickness reporting and attendance checks. 

Through automated communication, employees can easily report that they are sick. We can also check whether employees have arrived safely at work. This gives our planners a quicker overview of staffing levels and allows them to take action when needed. 

AI can also help answer frequently asked questions, translate information and support administrative tasks. This saves valuable time that we prefer to spend on personal contact with our employees and clients. 

 

Privacy remains important 

In the recruitment industry, we work with personal data every day. This includes CVs, contracts, salary information and sickness absence records. 

This information cannot simply be entered into AI tools. The General Data Protection Regulation (GDPR) sets requirements for processing and protecting personal data. Extra care is needed when handling sickness reports, as medical information cannot be collected or processed without a valid legal basis. 

The European AI Act also sets strict requirements for certain AI systems used in recruitment and selection. 

 

Technology supports, people make the difference 

AI helps us communicate faster, stay organised and improve administrative processes. However, assessing candidates, supporting employees and maintaining client relationships still require a human approach. 

At OPUS Recruitment, we use technology to improve our services, not to replace personal contact. 

Source: Partly based on information and insights from Verdel and the European AI Act.