Contact Us

Truly global and proudly local, we've been serving Australia for over 25 years with offices in Adelaide, Brisbane, Melbourne, Perth, and Sydney.

Get in touch

Our industry specialists will listen to your aspirations and share your story with Australia’s most prestigious organisations. Together, let’s write the next chapter of your career.

See all jobs

Exclusive recruitment partners

Explore the opportunities from a range of organisations that exclusively partner with Robert Walters for their hiring needs.

Learn more

Australia's leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more

Capability Statement

We offer a range of services that we have perfected over time, yet we embrace all challenges without exception. Share your talent challenges with us and together we will find the solution.

Learn more
About Robert Walters Australia

G'day! For us, recruitment is more than just a job. We understand that behind every opportunity is the chance to make a difference in people's lives.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters Australia

Learn more
Contact Us

Truly global and proudly local, we've been serving Australia for over 25 years with offices in Adelaide, Brisbane, Melbourne, Perth, and Sydney.

Get in touch

4 ways AI will change the future of recruitment

Big data, machine learning and artificial intelligence has transformed the nature of several industries; which now raises the question how will AI affect the future of recruitment? Whilst finding the right talent is critical for business success, it can also be an ongoing challenge for businesses. We explore how AI will improve recruitment efficiency and effectiveness:

1. More targeted job advertisements 

The online browsing activity of candidates through cookies provides hiring managers the ability to track various web pages visited and to place highly targeted ads in front of the right candidates at exactly the right time, which expands target reach beyond the local talent pool. Some online job platforms such as LinkedIn use targeted data approach  in their existing offering, so that they can take advantage of this when seeking candidates. 

2. Segmented candidate profiling 

The future of AI will allow hiring managers to view more than a candidate’s job history to not only recommend jobs based on their current role, but also what they might like to do in the future. Candidate profiling will show that if a candidate has spent the last 12 months up skilling in a certain space and is interested in a particular area, that the candidate is a fit for other roles. This could be helpful in hard to fill roles where a candidate has plenty of experience in one area but has an interest and could learn the required skills for the new role.

To prepare for the future hiring managers should keep informed on what the future of AI holds within recruitment and how AI tools can enhance existing processes.

3. Screening CVs for candidates with similar skills 

Whilst CV screening is already common practice across organisations, the future of screening will allow hiring managers to find prospective candidates with similar skills to existing hires that have proven talented in the past. 

CVs can be screened for keywords and their meaning, predicting patterns that if a prospective candidate has used a different term to describe what they do, the software will be clever enough to interpret it. Hiring managers can use this data to efficiently find those best suited for the job.

4. Game based competency testing

Advanced competency tests can now recognise a number of emotional and cognitive traits a candidate may have. Game based competencies are a way for hiring managers to test for soft skills that can be difficult to detect and to also assess a candidate’s willingness to take risks. Examples of such tests include, How quickly can information be processed? Can the any patterns be identified? Can the candidate plan their actions properly? By understanding the results, hiring managers can place the candidate in the best suited role.

Share this article

Useful links

Submit a vacancy
Salary Survey
Hiring advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View all

Building an attractive employee value proposition (EVP)

Attracting and retaining top talent is a strategic imperative for businesses of all sizes. It is vital to identify your unique strengths and advantages and effectively communicate them to potential employees. A compelling Employee Value Proposition (EVP) serves as a powerful tool in achieving this g

Read More

Social media in the recruitment process

Many organisations look to social media to add another dimension to their recruitment and attraction strategies. However, despite their huge numbers of participants, social networks are still immature in terms of business models. A good social media approach begins with knowing where your target aud

Read More

How to avoid bad hires

Hiring the right person for a role is never easy — but dealing with the fallout from a bad hire can be even more challenging. We asked our experts to share the red flags to watch out for… A bad hire can be a significant financial cost for a business and in terms of morale and productivity the real c

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.