Artificial intelligence is rapidly changing the landscape for recruiters in the GCC, according to a new survey by leading tech talent platform, Talent500. Conducted among top GCC companies, the survey found that 100% of companies are keen to integrate AI-driven tools into their recruitment processes.
The survey highlights how AI is addressing key recruiting challenges in the region, including limited candidate pools and fierce competition for skilled professionals, with 87.9% of respondents citing candidate sourcing as their primary use case for AI in HR technology.
“Traditional recruiting has relied on manual processes and human-led intervention to build the best teams. For example, even today, recruiters spend 45%-55% of their time manually screening profiles,” said Vikram Ahuja, co-founder, ANSR and CEO, Talent500. “AI is rapidly redefining the recruiting landscape and transforming the role of recruiters from gatekeepers to strategic talent scouts.”
The benefits of AI are already being felt, with recruiters reporting significant improvements in key areas.
Faster candidate screening: 75% of respondents felt the time spent on screening had decreased significantly.
Enhanced matching: 59% reported improved alignment between candidates and job requirements.
Reducing bias: 40% believe AI is helping minimize unconscious bias in hiring decisions.
But the transition to AI-powered recruiting is not without obstacles: the survey revealed a significant skills gap, with 56.3% of recruiters citing lack of training as a barrier to adoption.
Nevertheless, optimism remains high, with 75% of respondents saying they are likely to incorporate AI into their recruiting strategies. The survey also noted that AI will be used in areas beyond recruiting to improve the candidate experience through personalized interactions and improved communications.
“We are reducing sourcing costs by 30-35% through enhanced channel selection and 80% improvement in candidate targeting accuracy. New technology is being used to assist in scoring screening questions and responses in real time, helping recruiters be more than twice as productive. This intelligence also helps in predictive analytics on candidate engagement and identifying at-risk candidates, which has reduced candidate 'ghosting' and dropout by over 45%,” adds Ahuja.
