Effective Talent Acquisition with AI Tools Training

Modernise recruitment with intelligent technology: faster, fairer, and lawful

Platform:

Online

In-class

Revised and Updated: 08 October 2026

Date	Venue	Duration
23 - 27 November 2026	Sandton, Gauteng	5 Days

Course Introduction

Recruitment is becoming faster and more competitive. AI tools now touch every stage of it, from sourcing scarce talent and writing job adverts to screening applications, scheduling interviews, and tracking hiring performance. At the same time, candidates themselves use AI to write CVs and prepare for interviews, which changes how recruiters must assess applications.

Recruitment is also one of the most regulated uses of AI. In South Africa, hiring decisions are governed by the Employment Equity Act, the Labour Relations Act, POPIA, and, for agencies, the Employment Services Act. The EU AI Act treats AI used in recruitment as high-risk. This course therefore teaches recruiters to get the benefits of AI while designing hiring processes that are fair, defensible, and keep people accountable for decisions.

This practical five-day course equips HR and recruitment professionals with the tools, techniques, and strategies to integrate AI into talent acquisition. Participants gain hands-on experience with generative AI assistants and an overview of the main categories of AI recruitment technology, and learn how to evaluate, introduce, and govern them. For a broader view of AI across the employee life cycle, see our AI-Driven Talent Management course.

Course Objectives

By the end of this course, delegates will be able to:

Apply AI tools to improve end-to-end recruitment processes, with human oversight at the decision points

Use AI-supported sourcing and job advertising to reach high-quality candidates faster, within the law

Use AI to support CV screening and shortlisting, and understand the risks of fully automated screening

Improve candidate experience with conversational AI and workflow automation

Use recruitment data and analytics to improve hiring decisions and measure performance

Recognise and reduce bias, and test AI tools for fairness

Meet South African legal requirements for AI-supported hiring, including employment equity and data protection

Respond to candidates’ use of AI, including AI-written applications and identity fraud

Select, evaluate, and implement AI recruitment tools, and build an AI-enabled talent acquisition strategy aligned to business goals

Who should attend?

Talent Acquisition Managers

Recruitment Managers and Recruitment Consultants

HR Managers and HR Business Partners

Talent Sourcing Specialists

People and Culture Managers

Workforce Planning Managers

HR Technology and HRIS Managers

Organisational Development Practitioners

Business Unit Leaders Involved in Hiring

Staffing Agency Professionals

Training Methodology

Our diverse instructional approaches ensure effective learning:

– Lectures & Presentations: Engage with expert-driven, stimulating content.
– Course Material: Access well-crafted supporting resources.
– Group Work: Collaborate on discussions and case studies for practical insights.
– Workshops & Role-Play: Participate in immersive, scenario-based activities.
– Practical Application: Focus on applying theoretical knowledge in real situations.
– Post-Training Support: Receive extensive support after training for skill implementation.

Training Outline

Day 1 — Foundations and Legal Guardrails

Module 1: Foundations of AI in Talent Acquisition

Introduction to AI in HR: machine learning, natural language processing, generative AI, and AI agents
Key categories of AI recruitment technology, and the evolving digital recruitment landscape
Benefits and limitations of AI hiring tools
Aligning AI recruitment with organisational strategy
Practical Exercise: Map your current recruitment process and mark where AI could help and where a person must decide

Module 2: Ethical, Fair and Lawful AI Recruitment

How bias enters AI recruitment systems: training data, proxies, and design choices
The Employment Equity Act: unfair discrimination, the limits on assessment tools, and employment equity planning
POPIA: lawful processing of candidate data, limits on solely automated decisions, retention, and candidate rights
The Employment Services Act and the Labour Relations Act, and what they mean for agencies and for unfair hiring practices
The EU AI Act: recruitment AI as high-risk (obligations postponed to December 2027), and its ban on inferring emotions in the workplace
Human oversight and the right to challenge a decision
Practical Exercise: Classify a list of recruitment AI uses as low, medium, or high risk, and set minimum controls for each
Note: The legal content is an overview, not legal advice. Organisations should confirm their obligations with their legal advisers.

Day 2 — Sourcing and Job Advertising

Module 3: Intelligent Candidate Sourcing

AI-powered talent search platforms and talent mapping
Identifying passive candidates, and the limits of what you may lawfully collect and use about them
Why profiling candidates from social media and their digital footprint is risky, and what is acceptable
Talent pipeline automation strategies
Practical Exercise: Build a sourcing plan for a scarce-skill role, including what data you will and will not use

Module 4: Job Adverts and Employer Branding with AI

Using generative AI to write clear, inclusive job adverts, and checking for biased wording
Programmatic job advertising, targeting, and fairness in who sees your adverts
Employer branding in the AI era
Practical Exercise: Write and bias-check a job advert with AI, and compare it with the original

Day 3 — Screening, Assessment and Shortlisting

Module 5: Automated Screening and Shortlisting

AI CV parsing and ranking systems, and how they can go wrong
Skills-based and competency-based screening, versus keyword filtering
Reducing the manual screening workload while keeping human decision-making
Testing a screening tool for fairness: comparing outcomes across groups
Practical Exercise: Review a sample set of AI-ranked candidates for bias and false rejections

Module 6: Assessments, Interviews and Candidate Authenticity

Structured interviews and AI support for interview guides and scoring
AI-assessed video interviews and games: what the evidence supports, why analysing faces or emotions is unreliable and in some places banned, and safer alternatives
Psychometric and skills tests: validity, reliability, and fairness requirements
Candidates' use of AI: AI-written CVs and answers, and how to assess real capability
Identity and credential fraud, including deepfakes in remote interviews, and verification with consent
Practical Exercise: Redesign an interview stage to assess real capability when candidates can use AI

Day 4 — Candidate Experience and Data-Driven Hiring

Module 7: AI-Enhanced Candidate Experience

Recruitment chatbots and virtual assistants, and telling candidates when they are dealing with AI
Automated candidate communication workflows and interview scheduling automation
Personalised candidate engagement journeys, and the importance of timely feedback
Practical Exercise: Design a candidate communication journey, with the points where a person steps in

Module 8: Data-Driven Hiring Decisions

Recruitment analytics and dashboards
Quality-of-hire measurement, and time-to-hire and cost-per-hire optimisation
Predictive hiring models: what they can show, and why they need validation and monitoring
Workforce planning integration
Practical Exercise: Build a recruitment metrics dashboard from sample data, and decide what each metric should trigger

Day 5 — Implementing AI Recruitment Systems

Module 9: Selecting and Implementing AI Recruitment Tools

Selecting the right AI recruitment tools
Vendor evaluation and procurement: due diligence questions, bias testing evidence, data handling, and contract clauses
Integration with ATS and HR systems
Change management for HR teams and hiring managers
Practical Exercise: Evaluate a vendor's AI recruitment tool against a due-diligence checklist

Module 10: Your AI-Enabled Talent Acquisition Strategy

Building an AI adoption roadmap with governance, monitoring, and success measures
Documenting decisions and keeping an audit trail
Presenting your strategy for feedback
Practical Exercise: Build and present your AI-enabled talent acquisition strategy and 90-day plan

Course Categories

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FAQs – Effective Talent Acquisition with AI Tools Training

Master AI-powered talent acquisition, learning how to use AI tools for sourcing and screening candidates, writing job descriptions, improving recruitment workflows, reducing bias, enhancing candidate engagement, and making smarter data-driven hiring decisions.

What topics are covered in the Effective Talent Acquisition with AI Tools Training course?

The course covers AI-driven candidate sourcing, automated screening and resume parsing, generative AI for crafting compelling job descriptions, predictive candidate matching, ethical AI hiring practices, bias mitigation, and AI-powered interviewing platforms.

Who should attend the Effective Talent Acquisition with AI Tools Training course?

This training is designed for HR directors, talent acquisition managers, corporate recruiters, HR business partners, talent leads, and hiring managers who want to modernize their recruitment strategies and accelerate talent acquisition.

What skills will delegates develop through the Effective Talent Acquisition with AI Tools Training course?

Delegates develop practical skills in building AI-supported sourcing pipelines, writing optimized prompts for recruitment tasks, leveraging automated assessment tools, reducing time-to-hire, and implementing compliant, bias-conscious hiring frameworks.

How long does the Effective Talent Acquisition with AI Tools Training course take to complete?

The course is delivered as a focused short-course programme, with the duration determined by the scheduled programme and the specific training requirements of the organisation.

How does this course address bias and data privacy in AI recruitment?

The course dedicates specific modules to ethical AI, guidance on data protection compliance (such as POPIA and GDPR), auditing algorithmic bias, and ensuring human oversight remains at the core of all hiring decisions.

Can Prospen Africa deliver the Effective Talent Acquisition with AI Tools Training in-house?

Yes. Prospen Africa can deliver this course in-house, aligning practical exercises with your organisation's current ATS, recruitment tech stack, HR compliance policies, and hiring targets.

View our training calendar to explore available courses, dates, and locations, or request a copy to help you plan your training schedule with confidence.

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Effective Talent Acquisition with AI Tools Training

Modernise recruitment with intelligent technology: faster, fairer, and lawful

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