Recruiting with AI.Why a training course is not enough.
AI should free up time for high-value human topics, within a clean, secure framework. There is no elevator to success, you have to take the stairs. Secure systems that people use and a few people improve get you there more surely than a ready-made course.
Improve people's work, without replacing them.
It all starts with analysis: which business problem are we trying to solve, which tasks can be replaced or assisted, which ones add no value day to day.
There is what your systems can do, and what the work would call for. Connecting AI to your tools (MCP, API) opens up what is possible: understanding more and better, bringing out more interesting KPIs, staying close to business problems.
The first step is to become aware of what is going on. Everyone already uses AI: you have to see what is being done, and move beyond simply reformatted text. To rephrase a text, you no longer need training, just ask an AI.
What an off-the-shelf course doesn't solve.
The problems differ widely from one company to the next
A course that doesn't match the need would be a nice introduction to techniques that don't scale and lack professionalism over time.
Data confidentiality
Recruiting handles personal data, sometimes sensitive, protected by the GDPR, and the AI Act classifies AI systems used in recruiting as high-risk. A one-day course after which people send candidate data into large models, often American ones, even when told to anonymise, is a risk for the company. It is better to set up secure systems, and that can't be learned in a day.
Magic tools and external tools
Rushing towards ready-made AI tools without understanding how they work or their implications, potentially legal ones, is a trap. As soon as you rely on an external system, you have to look closely at who is behind it. These tools remain very generic: for something truly built for your company, the topic has to be studied much further.
AI moves too fast
Everything is changing at a crazy pace. What you learn about a tool today may no longer be true in a few months.
A prompt doesn't hold over time
Teaching prompting means relying on a result that varies. A system stays usable by the whole team, and a few people can improve it. That is a path and a discussion, which can't fit in half a day.
Where to start.
A one-day RecOps audit. Your real problems, what is already being done at your company, and a roadmap at the end.
Targeted training, if needed. After an audit or a discussion, once we know exactly what people need.
The People Attraction Theory LinkedIn Recruiter training. AI is used in it, and its subject remains LinkedIn Recruiter and sourcing.
Frequently asked questions.
Does Gates Solutions have a ready-made AI course?
No. Targeted training is possible, after an audit or a discussion, to find out exactly what people need. An off-the-shelf programme would be counterproductive.
Can you use a general-purpose AI to recruit?
Be careful what you put into it. Recruiting handles personal data, sometimes sensitive, protected by the GDPR, and the AI Act classifies AI systems used in recruiting as high-risk. Sending candidate data into large models, even when asking people to anonymise, is a risk for the company: it is better to set up secure systems.
How do you choose an external AI tool?
Look closely at who is behind it and how it works. These tools remain very generic. For something truly built for your company and your needs, the topic has to be studied much further.
Should recruiters be taught to write prompts?
Better to start elsewhere. Teaching prompting means relying on a result that varies. A system stays usable by the whole team.
Does the People Attraction Theory LinkedIn Recruiter training use AI?
Yes, AI is used in it. Its subject remains LinkedIn Recruiter and sourcing: it is not an AI and recruiting course.
Where should we start?
With what is already happening at your company, since everyone already uses AI in one way or another. That is the point of the one-day RecOps audit, or of a first discussion.