HeadFirst Group makes extensive use of technology to accelerate and improve the recruitment process. Like with the advanced online platform Select. Mattijs about the platform: "We use our own central platform for a large pool of professionals and suppliers who can fill temporary assignments this way (30,000 on an annual basis). People enter a resume, which is then taken apart via a resume-parsing technique and stored in a structured way in different places in the database so that it can be sorted and searched. We then provide the right matchmaking. Vacancies are currently still entered partly by hand and partly automatically, but we want to use robotics to ensure that flex vacancies are entered automatically. With another matching technique, we are also looking again at how we can distribute vacancies automatically to the target group. So we're always looking for ways to use even more new technology, such as with using video in the matching process."

The future of tech in recruitment will focus even more on leveraging automation to optimize the recruitment process. For example, machine learning and AI technologies can be used to match candidates with vacancies and to gain more insight into the quality of candidates. This is what we at HeadFirst Group do ourselves: "You want the posting of flex vacancies to be so fully automated. That means you only have to fill in the vacancy and within a few days you have two or more suitable candidates for your vacancy. That proceeds without intervention from us. So on the one hand we are looking at how to automate it as fully as possible and on the other hand we are using more and more and better technology to support the process."

"On the one hand, when a job is rejected, you want to be able to tell the professional why he/she was rejected or why a vacancy is or is not appropriate, so that he/she can take care of a better match themselves, with, for example, taking training courses. And on the other hand, you also want to proactively come up with alternative, comparable vacancies if there is no right match. We are also looking at the possibilities of video in the process or pre-automated pre-intake questions when you need additional information from someone. We can then then deploy conversational AI such as chatbots on that."

"There are still people involved. We try to automate as much as possible, but the last part, where people add value and where we as an organization want to make a difference, that's where we use people. Candidates really do get called to double check before someone is offered to a client, and when someone is rejected after an intake, they are also contacted."

"I think we have to be aware that you use these new technologies as tools and should not immediately rely on them completely. Because the risk is that you think too quickly that AI technology is good, but you have to validate it properly beforehand and be able to check it afterwards."

"In the future, someone should be able to put down a capacity requirement, then it will be automatically determined whether someone can be deployed on a project basis, or on an hourly basis, or permanently. Depending on that, the right distribution channels will be determined. It must be as easy as possible for someone to make this capacity request, with technology helping you on all sides. For example, with ChatGPT to write the right catchy job title or to put down the right description for the question and send it automatically to the right people. It's already moving in that direction."