Customized professional training
AI training for recruiters
Save time at every stage of recruitment while preserving fairness, human judgment and the candidate experience.
Starting from €1,500 excluding VAT per half-day · Written proposal within 24 working hours, without obligation.
The training in brief
Everything you need to make a decision, in nine lines. The objectives, process, and use cases are below.
- What it is
- A customized training in generative AI For recruiters: a maximum of twelve participants, each at their own computer, working on their own recruitment processes. No lectures or demonstrations: 70% hands-on practice.
- What we work on there
- Your recruitment steps : structuring fair interviews, monitoring ongoing applications, preparing arrivals and personalized integration pathways, without compromising on fairness or human judgment.
- For who
- The teams recruitment and talent acquisitionAll levels, including employees who have never opened the tool.
- Duration and rhythm
- 1 hour 30 minutes or half a dayAvailable in one go or in waves of sessions to cover the entire team. Also available as a webinar.
- Where and in what language
- At your premises anywhere in France, or remotely. French or English.
- Price
- €1,500 to €2,000 excluding VAT Half-day sessions for up to twelve participants, with a sliding scale of prices when sessions are repeated. See our price benchmarks.
- On which tool
- Yours: Copilot, ChatGPT, Claude, Gemini, Mistral or your secure internal assistant. We train within your tenant, without third-party tools.
- Funding
- Eligible for OPCO and ESF+ funding. NextStart is a registered training organization (No. 11756140675): the session is part of your skills development plan, with the agreements and documents expected by your funder.
- Lead time
- Written proposal within 24 business hours, without obligation, after a 30-minute framing exchange.
Why train recruiters in generative AI?
AI can accelerate recruitment preparation, provided that candidates are protected, biases are limited, and a fully human decision is maintained.
Content to be produced for each position
Advertisements, outreach messages and interview outlines must be adapted to the desired profile and the different channels.
Many elements to synthesize
CVs, interview notes, and evaluations require a common method to prepare for a fair comparison.
An amplified risk of bias
A poorly formulated instruction or an unverified result can reproduce stereotypes and degrade the quality of the process.
Personal data to be protected
CVs, contact details and interview reports should never be submitted to an unvalidated public tool.
What your recruitment teams will be able to do upon exit
Six objectives, assessed during the session on the files that your teams bring.
- Write a job posting and a sequence of outreach messages for a genuinely open position, then check for inclusive language and compliance before publication.
- Structure an interview framework and its evaluation grid based on the job description, with the same questions and criteria for all candidates.
- To construct a summary of an application and a comparison of a shortlist based on predefined criteria and evidence from the application file
- Adapt employer branding content (job description, careers page, sourcing message) to the distribution channel and the target profile.
- Recognize and correct biases introduced by poorly formulated instructions or unverified AI results in pre-selection before making any decisions.
- Apply your internal usage rules, the GDPR, and Section 4 of the AI Act to your own records
How we prepare for the session with your recruitment contact
The content, examples and tools are prepared with your subject matter expert before the session.
Feasibility study
Gathering of needs, participant level, constraints and priority use cases.
Customization
Adaptation of the schedule, demonstrations and exercises, then validation with your organization.
Training
Participatory facilitation, guided practical application and distribution of educational materials.
How generative AI is transforming recruitment
AI can accelerate recruitment preparation, structure interviews, and improve the quality of feedback. However, it must remain a support tool, with explicit criteria, human supervision, and strong vigilance regarding bias.
Prepare the job postings and announcements
AI helps to clarify a job description, structure the expected skills and adapt an advertisement to the target audience.
Structuring the pre-selection
It can organize the information of an application according to predefined criteria, without automatically making a decision about the person.
Improve the quality of interviews
Questions, evaluation grids and points to explore further can be prepared in a more consistent manner before the exchange with the candidate.
Preserving fairness and candidate experience
Practices must limit bias, protect personal data, and retain human validation at each sensitive stage of the process.
The program, hour by hour
A balance designed to understand, practice and then secure uses in the work environment.
Schedule for the half-day (3 hours 30 minutes)
- 0 p.m. to 00 p.m. Fundamentals of generative AI applied to recruitment, getting to grips with the chosen tool, personalized memory and instructions, reasoning and in-depth research, what the tool can do with an application file and what it should never do with it.
- 0 p.m. to 20 p.m. : prompting method on a recruitment case brought by the participants, based on the description of a real open position: context, criteria, dissemination constraints, verification of results.
- 0 p.m. to 40 p.m. Prompts & Agents workshop on your positions. Each participant deals with two or three sequences from among the framing of the need with the manager, the announcement and its breakdown by channel, the approach messages in sourcing, the evaluation grid and the structured interview framework, the application summary and the shortlist comparison.
- 2 p.m. to 40 p.m. : downstream of the process. Interview report, preparation for the decision committee, candidate feedback and personalized negative response, consistency of messages with your employer brand.
- 3 p.m. to 10 p.m. : bias and fairness of treatment, confidentiality of CVs and reports, GDPR, Article 4 of the AI Act, and collective drafting of your rules of use in recruitment.
The 1 hour 30 minute format follows the same tight structure: 20 minutes of fundamentals, 55 minutes of workshop on two chosen cases, 15 minutes of usage framework.
The recruitment situations we can work on
The exercises are selected according to your priorities. The groupings below retain the details of the situations that can be worked on.
Defining the need
- Clarify the need with the manager
- Rephrase the expected skills
- Create a job description
- Identify the truly discriminatory criteria
Attraction
- Write an attractive and inclusive advertisement
- Adapt the ad to multiple channels
- Prepare a sourcing campaign
- Create personalized outreach messages
Preselection
- Constructing an analysis grid
- Compare applications according to explicit criteria
- Prepare a CV summary
- Identify areas for further investigation without automating the decision
Interviews
- Prepare behavioral questions
- Constructing a STAR interview framework
- Simulate an interview with AI
- Take notes and produce a report
Decision and feedback
- Compare the interviewers' assessments
- Write a decision summary
- Prepare constructive candidate feedback
- Write a personalized negative response
Integration
- Building an onboarding process
- Prepare the messages before arrival
- Create a newcomer FAQ
- Define the monitoring points for the trial period
Concrete examples of use cases for recruiters
Operational resources to extend training on key recruitment steps.
Structuring a fair job interview →
Construct a grid of questions and criteria that are identical for all candidates.
Track current applications →
Identify unanswered cases and pending steps.
Prepare for arrivals →
Trigger the onboarding actions and check that nothing is missing on the first day.
Build a personalized integration path →
To assemble content, meetings and milestones from the first few weeks.
Write a compelling and actionable email →
To say something delicate clearly and without damaging the relationship.
Coach for preparing for important meetings →
Anticipate objections, difficult questions and angles to cover before a key meeting.
Write a job description based on a manager's needs →
Transforming an oral brief into missions, observable skills and selection criteria.
Writing an attractive and inclusive job offer →
Write for the candidate and check for unintentionally disqualifying formulations.
Responding to an unsuccessful candidate with helpful feedback →
Write a factual and respectful refusal based on the interview notes.
Prepare a talent review and succession plan →
Gather sourced facts and map positions at risk of becoming vacant.
Leveraging an annual interview campaign →
Identify the themes by department and measure the differences in ratings between managers.
Examples of AI agents for recruitment
Create a structured grid to evaluate applications systematically.
Transform interview exchanges into clear and actionable summaries.
Write clear and compelling job postings, tailored to the position and the target audience.
Formalize the responsibilities, skills and essential criteria of the position.
Prepare a personalized and consistent feedback at each stage of the recruitment process.
Create relevant interview questions to assess job skills.
Your data does not leave your environment
CVs, interview reports, candidate data: the protection of personal data governs every exercise.
The exercises are based on your real-world situations, never on your actual data. We develop the practical cases with your business expert using anonymized or reconstructed examples, and we work within the environment approved by your IT department: Copilot Chat, Copilot M365, ChatGPT (Enterprise or Azure OpenAI), Gemini, Claude, Mistral, or a locally installed open-source solution for the most sensitive data. No documents, files, or personally identifiable information are transmitted to a public model during the session. The final part of the training is dedicated to GDPR, the AI Act, and the development of your internal usage rules, ensuring that each participant leaves with a clear understanding of what they can and cannot submit to an AI tool.
Copilot M365
Claude
ChatGPT
Gemini
VibeReferences and feedback
Some examples of interventions and feedback from NextStart.AI training courses.
Airbus470 participantsAirbus595 participants
CNES673 participants
Alptis450 participants31 AI Champions
Agirc-Arrco650+ participants
Bristol Myers Squibb237 participants10 AI Champions
Ceva Animal Health209 participants
SATT network173 participants
Cerema145 participants
Engie11 participants
AÉSIO mutual21 participants
Crédit Mutuel13 participantsFrequently asked questions about AI training for recruiters
Answers to key questions about the level, tools, personalization and modalities of the training.
Do you need to already know how to use ChatGPT or Copilot?
No. The content is adapted to the level of the participants, from the discovery of principles to the construction of more advanced working methods.
Can the training use our internal tool?
Yes. The session can be organized with the tool approved by your IT department, including Copilot, ChatGPT (Enterprise or Azure OpenAI), Gemini, Claude, Mistral or a local solution.
Can we work on our own use cases?
Yes. Priority situations are selected with your contact person before the session, then transformed into adapted and safe exercises.
What is the difference between the 1 hour 30 minute format and the half-day format?
The 1.5-hour format focuses on familiarization and includes some demonstrations. The half-day format allows for more hands-on practice, individualized feedback, and work on your specific use cases.
Can the training be funded?
Our training courses are eligible for OPCO and ESF+ funding. NextStart.AI helps you identify the necessary elements for your application.
Can AI be used to automatically pre-select candidates?
No. It can help prepare a grid or summary according to explicit criteria, but it should not decide who continues the process.
How is candidate data protected?
The exercises use fictitious or anonymized profiles within an environment approved by your organization. No personal data is sent to a public model.
How much does the training cost?
The price depends on the chosen format, the number of participants, and the number of sessions. We will send you a quote within 24 business hours of our initial discussion. Price ranges for standard formats can be found on the Corporate AI Training page.
How soon can a session be organized?
Allow one to two weeks between your agreement and the session, the time for framing with your recruitment contact, personalizing the exercises and validating the schedule.
What deliverables do the participants receive?
A booklet of about fifty pages, the prompts and agents built during the workshop on your own cases, and the rules of use written collectively at the end of the session.
Let's build your customized recruitment training program
Describe your situation in a few lines. We will get back to you within 24 business hours with a proposal tailored to your teams, tools, and schedule.
Do you prefer to call or write? +33 1 89 16 48 05 or hello@nextstart.aiYour contact details are only used to reply to you.
NextStart is a training organization registered under number 11756140675. This registration does not constitute state approval.