Where do you see Talent Acquisition Technology going into 2024 and beyond?


Talent Acquisition Technology is likely to continue evolving rapidly, with increased integration of AI and machine learning to streamline and enhance the recruitment process.

Text or speech

We began a decade ago using the NLTK library for machine learning, basic regular expressions, and statistical algorithms. Today, the field has evolved with various libraries for processing natural language. Recently, generative large language models (LLMs) have become very popular, often hyped by the media.

Despite the excitement around LLMs, our company has been employing language technologies for many years, sometimes with varying degrees of success. The ability to intelligently process text or speech data is crucial.

Regardless of one’s view on what “understanding” means, it's clear that LLMs can create and handle meaning representations effectively for numerous practical applications.

Yet, LLMs aren’t a one-size-fits-all solution for many NLP tasks that companies tackle. They are incredibly useful, but simply crafting a prompt is insufficient for creating reliable software that improves over time. For tasks requiring specific, correct answers, supervised learning often surpasses in-context learning of LLMs in terms of efficiency, accuracy, and reliability. Integrating rules and logic to manage data transformations or fully-defined scenarios is also vital.

Moving forward, we anticipate advancements in predictive analytics by 2024 and beyond. These advancements will enable companies to better forecast hiring needs and efficiently identify suitable candidates. We expect more sophisticated automation in initial screening and interviewing, enhancing candidate experience and reducing recruiter workload. There’s likely to be a greater emphasis on technologies that foster diversity and inclusion in recruitment.

Our current focus is on a use case where candidates upload their resumes and receive daily job position recommendations. The candidate decides whether to apply, balancing automated screening. Not all resumes are equally well-written, and context can be challenging to extract for matching.

Half of the resumes are too brief, leading to two predominant categories: administrative employees and laborers. Candidates often aim too high or too low, rarely aligning their profiles accurately with their resumes. This discrepancy makes creating a readable resume a challenge – while readability benefits the candidate, it's less effective for matching. A keyword-rich CV aids in matching but can be overwhelming for recruiters. This presents a dilemma.

The question remains: should a CV be packed with skills and experiences to pass through automated screening, or should it be crafted for readability to secure a job interview?

According to the new European Union Artificial Intelligence Act, the use of AI in processes such as automation in screening and initial interviewing processes is not explicitly prohibited. However, depending on how these AI systems are deployed, they could fall under the category of high-risk AI systems, which means they would be subject to strict regulations.

The AI Act classifies AI systems based on the level of risk they pose to users. AI systems that could negatively impact safety or fundamental rights are considered high risk. This includes AI systems used in areas such as employment, worker management, and access to self-employment, which likely encompasses aspects of talent acquisition and recruitment processes

High-risk AI systems must be assessed before they are put on the market and throughout their lifecycle. This means that if AI is used for processes like automation in screening and initial interviews, these systems must be transparent, traceable, non-discriminatory, and environmentally friendly. They should be overseen by humans rather than being fully automated, to prevent harmful outcomes.

In practice, this indicates that the use of AI in talent acquisition processes such as automated screening and initial interviews is subject to stringent regulations. These regulations are designed to ensure that such systems are transparent, follow fair practices, and do not infringe upon individual rights or lead to discriminatory practices.

For more detailed information, you can refer to the European Parliament's documents on the AI Act (14) and (15), as well as the European Commission's proposal for the AI Act (16).


I believe there will be a significant and growing long-term demand for video-based job listings and video resumes in the upcoming years. This trend is likely to expand as traditional text media becomes increasingly insufficient for these purposes. Although I won't delve deeper into this subject due to the length of this response, it's worth noting that I expect a rise in platforms that will advocate for and facilitate this mode of communication.

2. What's one of your favourite elements of this industry?

As a developer, I am particularly fascinated by the application of advanced data analytics and AI algorithms in Talent Acquisition Technology for matching candidates with suitable job roles. This approach holds the promise of greatly minimizing biases in recruitment, fostering a fairer and more efficient hiring process. Moreover, it enables a more thorough comprehension of the skills and qualifications of candidates, as well as the specific requirements of employers. This results in better employment matches, ultimately enhancing productivity and satisfaction in the workplace.

3. Do you have a TAtech memory or highlight you can share with us?

As a developer, a notable trend I've observed in Talent Acquisition Technology is the growing use of AI-based tools across various recruitment stages. These tools are revolutionizing the way businesses locate and engage potential employees, while simultaneously improving the candidate experience. Examples include chatbots for initial conversations with applicants and AI-powered analytics for pinpointing the ideal candidate for a position. Such developments mark a substantial change in talent acquisition strategies, steering them towards being more data-focused and centered around the candidate's experience.

Illustration of LLMs like GPT for Candidate Job Recommendation System.

Candidate Question:

I've created a TCP-IP based protocol for streaming communication on the Internet and developed a corresponding library. Given this experience, am I better suited for a role in Full Stack Development or Backend Development of Web Applications?

LLMs Answer:

Your experience in developing a TCP-IP based protocol for streaming communication over the Internet and creating a library for its implementation showcases strong skills in network programming and system architecture. This knowledge is highly valuable, but it aligns more closely with certain aspects of backend development rather than full-stack development. Let's break down how your skills fit into each role:

1. Backend Development:

- Network Programming Skills: Your experience with TCP-IP protocol development is a strong indicator of deep understanding in network communications, which is crucial for backend development. Backend developers often deal with server-side logic, APIs, and database management, all of which can benefit from a strong foundation in networking principles.

- System Architecture Knowledge: Creating a protocol requires a good understanding of system architecture, which is a key skill for backend developers. They need to design and manage the architecture of server-side systems, ensure efficient data flow, and maintain system scalability and reliability.

- Programming and Technical Skills: Backend development requires strong programming skills, likely in languages like Java, Python, Ruby, Node.js, etc. Your experience in developing a library suggests you have robust coding skills, which are essential for backend development.

2. Full Stack Development:

- Broader Skill Set Required: Full-stack development involves working on both the front-end (client side) and the backend (server side) of web applications. While your backend skills are strong, full-stack development also requires proficiency in front-end technologies like HTML, CSS, JavaScript, and frameworks/libraries such as React, Angular, or Vue.js.

- Design and User Experience: Full-stack developers often need a basic understanding of design principles and user experience (UX) to ensure that the frontend of the application is user-friendly and aesthetically pleasing.

Given your specific experience, you seem particularly well-suited for backend development roles. However, if you also have skills or interest in front-end development, you could potentially move into full-stack development. Full-stack roles require a blend of the skills you've already developed with additional front-end capabilities. If you're interested in full-stack development, you might consider expanding your skill set to include front-end technologies and design principles.

Candidat Question

Could you suggest some open roles in companies focusing on Web applications that are currently seeking backend developers?

Vindazo Selection

We observe that the existing systems are sufficiently adaptable to identify skill relevance and present appropriate job openings. For handling millions of matches daily, industrial-grade stringent parsers are utilized. These parsers autonomously match with accurate predictions, typically relying on models that are less generic and more specifically tailored to current trends.

In conclusion, the trajectory of Talent Acquisition Technology is set towards more advanced, AI-driven solutions, particularly as we move into 2024 and beyond. The integration of AI and machine learning in recruitment processes has evolved from basic machine learning techniques to sophisticated large language models (LLMs), demonstrating the industry's rapid technological advancement. While LLMs represent a significant leap in text and speech data processing, they are not the universal solution for all NLP tasks. The success of AI applications in talent acquisition hinges on their ability to balance the automation of processes like screening and interviewing with the nuanced understanding of human oversight.

The new European Union Artificial Intelligence Act further complicates this landscape, as it imposes strict regulations on AI systems used in employment-related processes. This act mandates transparency, non-discrimination, and environmental friendliness in AI systems, ensuring they are used ethically and responsibly.

Moreover, the industry's shift towards video-based job listings and resumes points to a diversification in the methods of talent acquisition, emphasizing the importance of keeping up with technological trends and user preferences.

As a developer in this field, the application of AI in matching candidates to job roles is particularly intriguing. This technology promises to reduce biases and increase efficiency in recruitment, leading to better job matches and greater workplace satisfaction. The future of Talent Acquisition Technology, therefore, lies in its ability to harness AI's power responsibly and innovatively, ensuring that it complements human skills and adheres to regulatory standards. The journey from basic machine learning tools to advanced LLMs and beyond is a testament to the field's dynamic nature and its potential to reshape the landscape of talent acquisition.