Over 1,000 attendees, 74 audio system, and 46 sponsors: Interact Boston 2025 was a memorable two days of studying, connection, and inspiration for the recruitment trade. In two days, we heard from trade leaders, Bullhorn product specialists, and the people who find themselves altering recruitment every single day.
And nothing is altering recruitment greater than AI. Our most up-to-date GRID Trade Tendencies Report, which surveyed over 1,500 recruitment professionals, discovered that greater than two-thirds of staffing companies are already utilizing AI.
To dispel some myths on AI, provide his imaginative and prescient on the way forward for recruitment, and introduce the third wave of recruitment AI with a brand new first-of-its-kind resolution, Bullhorn founder and CEO Artwork Papas kicked off Interact Boston 2025 along with his opening keynote.
Learn the highlights beneath.
AI: The top of jobs?
It appears that evidently wherever you look, there’s wild hypothesis about how AI will quickly change staff. Social media is crammed with ample claims that one AI agent can change whole software program growth groups, and even that AI is already able to doing any job. However amidst the breathlessness round AI, what’s actual and what’s simply chatter?
To find out whether or not or not AI is de facto “killing jobs,” Papas dove into the numbers. Software program growth job postings have been on the decline because the center of 2022. However that decline doesn’t correlate with the discharge of ChatGPT and the following AI increase, which started in 2023. As a substitute, these postings started to dip attributable to financial elements – specifically, rising federal rates of interest. AI isn’t in charge for the drop in job postings; the image is way extra complicated.
As for the recruitment trade, what’s subsequent? All through staffing, Papas mentioned, there’s been a sense that one thing structural has modified. Are consumers actually transferring away from contingent labor? To seek out out, Bullhorn collaborated with McKinsey International Institute – and located that the reply was an unequivocal no. 87% of employers agree that contingent staffing is a strategic a part of their workforce, and 66% of employers anticipate their use of contingent labor to remain the identical or improve over the following three to 5 years. Moreover, McKinsey discovered that whereas as many as 700,000 contingent labor jobs could also be impacted by the arrival of AI, AI might create as many as 1.3 million new jobs by 2035.
As for the way forward for recruitment, it’s no use attempting to foretell when a snapback will come – companies must adapt to at the moment’s local weather as the brand new regular. As a substitute of ready for the market to enhance, it’s time for recruitment businesses to search out development alternatives, utilizing the instruments at their disposal – particularly AI – and amplify the facility of their workforce.
“We should always cease asking, ‘When’s the market going to come back again?’ as a result of we don’t have to attend. We should always begin asking the right way to carry out on this local weather.”
– Artwork Papas, Founder and CEO, Bullhorn
Nobody can predict the long run. However whereas AI is right here to remain, so is the contingent workforce.
The actual influence of AI
AI received’t change whole groups of individuals anytime quickly, however what’s it really able to, and the way does that apply to staffing?
AI instruments can sift by means of large quantities of information rapidly and inform us issues we wouldn’t know except we frolicked conducting deep analysis. Which means that AI brokers and assistants might help gross sales groups put together for conferences, discover and supply the perfect candidates, attain out to each candidate who applies for a job, and extra. Papas cited suggestions from a buyer who, with an AI screening agent, discovered a candidate with the mandatory expertise for a job, however whom they’d by no means have reached out to, as a result of that have wasn’t listed on his resume. One particular person alone can’t display screen 1,000 candidates, however AI can.
“Computer systems don’t thoughts losing their time. Take into consideration all the methods what you are promoting could possibly be totally different when you had infinite time.”
– Artwork Papas, Founder and CEO, Bullhorn
For years, to develop a staffing enterprise, the one option to improve your income was to develop your headcount. As a result of AI breaks the hyperlink between income and headcount, that’s all about to vary. How would you run what you are promoting with out these constraints?
The place do you begin?
“I’ve heard this again and again from clients – how do I begin?” mentioned Papas. As a result of there are such a lot of level options on the market, it may be tough for recruitment companies to know the place to dive in. What ought to AI deal with, and what ought to be left to people? What features can AI assist? How ought to groups deploy AI?
That’s why, on the conclusion of his keynote, Papas launched Amplify, a next-generation AI resolution constructed completely for staffing and recruitment companies.
Amplify is a brand new option to convey AI right into a staffing enterprise. It automates sourcing, screening, and submissions—so your workforce can fill roles sooner, rent smarter, and scale with out rising headcount. The outcomes converse for themselves: Amplify clients report a 51% improve in submissions to jobs and a 22% improve in fill charges. Plus, 85% of candidates screened by Amplify report a constructive expertise.
With Amplify, Bullhorn has made it simple to get began with AI – and begin seeing the advantages instantly. As Papas mentioned, “Folks have mentioned to us, ‘It is a totally different method of working, and we’re by no means going again.’”
