Recruitment 2025: AI, soft skills, automation… Here’s what’s changing (and how to prepare)

The year 2025 marks a real turning point in the way we recruit talent. The use of AI (artificial intelligence) but also the emphasis on soft skills: these are varied and rapid developments for recruiters. Recruiters also have to deal with increasingly demanding candidates. How can we use disruptive technologies without becoming dependent on them? Here are some of the ways in which TestWe is working to ensure that we continue to meet our clients’ expectations.

Has AI replaced human resources for recruitment 2025 ?

The programme Cash Investigation on 10 April 2025 sheds light on the various uses of AI in the world of work, and in particular for employee recruitment. Between fantasy and reality, what role will this disruptive technology play in human resources?

From recruitment 2025 to employee appraisal, AI is an essential tool that needs to be mastered

‘We’ve become obsolete’, says one of the first victims of AI. In fact, AI has completely replaced the work of this press relations employee: no more need for one person to compile press reviews. The AI can do in a few seconds what the employee used to do in 3 hours. Although some of the company’s experts have been retained, a large proportion of the workforce has been made redundant. This is a radical example of the power of AI to limit a company’s wage bill.

Rational, neutral decisions for greater productivity

The promise of AI is active, objective help in selecting CVs, for example. When recruiting several dozen candidates, it is possible to obtain an initial sort according to criteria chosen by the human resources manager. But that’s not all.

Tools offered by certain start-ups can be used to analyse the candidate’s behaviour during the job interview. The results are not confined to references in the curriculum vitae: non-verbal and facial expressions are dissected by observing the face or voice.

French and European authorities are paying close attention to the use of AI in human resources

The European and French authorities have decided to limit the use of certain techniques in human resources, among all the sectors that have adopted AI.

The AI Act, the reference document for limiting abuses

This text, which was passed a year ago, lists the uses of AI that could be abused. It came into force in February 2025 in France.

The risk of discrimination is one of the factors considered by the MEPs. Candidates’ reactions during a job interview vary greatly from one culture and country to another. Applications that rank candidates’ CVs are also subject to specific legal requirements.

The CNIL keeps an eye on AI abuses in France

The Cnil is keeping a particularly close eye on discrimination criteria. AI tends to favour elements that are already in the database. If only men are recruited for management positions, the AI will reproduce this inequality. It is also possible for recruiters to exclude certain residential areas from the selection process. According to Thomas Dautieu, Director of Legal Support at the French Data Protection Authority (CNIL), who was interviewed by Cash Investigation, ‘We must always be vigilant about the use of AI’.

TestWe, an ethical recruitment 2025 tool

All these examples show just how important it is to choose an effective and ethical recruitment tool. And one that complies with European legislation.

Assessment made easy, but not automated

TestWe provides recruitment managers with optimum support in complete confidence, thanks to ethical AI. This means that the database has been properly constructed to avoid the biases rejected by the Cnil and the IA Act.

Analysis of soft skills beyond automatic filters

Because candidates are more than just diplomas and skills, TestWepro also offers a better understanding of their soft skills. It is possible to put in place a range of tests adapted to a relevant search for talent.

The human element remains at the heart of the process, despite the gains in time and productivity

This disruptive technology has been rapidly adopted by business leaders and human resources departments alike. As well as saving time and productivity, it is important to remember that artificial intelligence must not replace the human being. The latter must be in control of the tool and always check the results given.

That’s why our new AI product is called ‘Your Intelligent Personal Assistant’. It revolutionises the way you work, but it’s you who sets the objective.