At Gojob, we’re convinced that to build the best recruitment AI, you first have to put it to the test yourself. Before offering our technology to the market, we deployed it at the heart of our own reactor: our temporary employment agency. We interviewed Taïna, Head of Staffing at Gojob for 3 years and field expert for 6 years, to understand how AI has concretely changed the daily lives of her 20 recruiters.
Gojob talent: Taïna, before the integration of our AI technology, what was your team’s daily routine like?
Taïna: To be honest, we were more into “mass sorting” than targeted encounters. Volume was our main adversary. For a single position, we received hundreds of applications, and in the absence of efficient automated sorting tools, we often applied the “first come, first served” principle.
It was a source of immense frustration for the team. Our energy was literally sucked away by administrative and repetitive tasks, to the detriment of our core business. The biggest drag was the time wasted on manual pre-qualification. In concrete terms, this translated into far too many “empty” calls, spent contacting candidates who, in the end, were neither relevant nor available. We felt we weren’t very efficient.
Gojob talent: It’s a frustration that many HRDs feel. Today, looking back, what was the most fundamental change brought about by AI in your process?
Taïna: The paradigm shift is total. We’ve gone from volume processing to surgical targeting. Thanks to our proprietary technology, now at the heart of Gojob talent, the division of roles has become very clear.
AI takes care of the “What”: it validates prerequisites, technical skills and availability. This allows my recruiting managers to focus exclusively on the “Why”: the candidate’s aspirations, interpersonal skills and career plans.
My team quickly realized that AI wasn’t there to replace them, but to act as a real co-pilot, freeing them up. Thanks to this, the recruiter is no longer simply a CV filter; he’s back to being what he should be: an expert in human potential.
Gojob talent : Let’s talk about concrete results. What direct performance gains (ROI) have you measured since this transformation?
Taïna: The first impact is “zero wasted time”. Productivity has taken a quantum leap, because we’ve drastically reduced the recruitment cycle. Now, as soon as a recruiter picks up the phone to call a candidate pre-qualified by AI, he knows that the exchange will be useful.
This has a direct effect on our “call to hire” conversion rate, which is constantly improving. We only offer profiles of a much higher quality.
Candidates are also satisfied. They are still solicited, but no longer unnecessarily. We only engage in in-depth conversation if the profile is truly relevant. Conversely, those who don’t fit the bill are promptly notified, which is much more respectful than the usual radio silence.
Gojob talent: Beyond these figures, have you observed any qualitative changes in your team’s state of mind?
Taïna: Absolutely, and this is perhaps the most important thing for a manager. I’ve seen my recruiters rediscover the pleasure of doing their job. They have rediscovered the essence of their vocation: advice, exchange and the human touch.
The team has evolved: they are no longer mere executors drowning in administration, they have become strategic experts. This considerably strengthens our internal credibility with operational staff. Because we deliver quality faster, the relationship of trust is total. Today, the team takes real pride in being at the cutting edge of technology to serve recruitment excellence.
Do you want the same results for your recruitment teams?
Book your Gojob talent demo
