August. As the days get longer and inboxes quieter, candidate applications and Talent Acquisition processes don’t take a break. For recruiters, the real challenge isn’t just closing the laptop—it’s ensuring everything keeps flowing smoothly during their absence.
So how can you do it? We’ve put together a summer survival kit for recruiters with the best strategies to automate, delegate, and return in September with your team and processes more aligned than ever.
Standardizing recruitment processes on a global scale is a strategic challenge for multinationals, especially in highly technical sectors like civil and environmental engineering.
Maccaferri, an industrial group with over 140 years of history and a presence in more than 100 countries, embraced this digital transformation by focusing on optimizing Talent Acquisition.
To achieve this, they chose nCore HR, an intelligent and customizable ATS platform, as their partner to innovate the international recruiting process.
Between 2021 and 2022, Maccaferri recognized the need to make the candidate experience consistent and of high quality across all global locations.
The system used until then, operating solely in Italy, showed several weaknesses in terms of usability and scalability.
“Operating globally, our goal was to standardize the candidate experience and leverage data to improve organizational efficiency.”
Maccaferri’s international context – with a focus on geotechnical, structural, and environmental engineering solutions – required a platform capable of managing complex processes seamlessly, while remaining adaptable to diverse markets and HR cultures.
The event focused on a critical topic shaping the future of recruitment: the role of artificial intelligence (AI) in enhancing both efficiency and fairness in hiring processes.
The choice of venue—a place where tradition meets innovation—reflected the forum’s central message: recruitment must evolve, but the human element must remain at the core. The forum’s goal was to explore how AI can be used to reduce bias and create a fairer, more inclusive hiring process—ultimately building a stronger future for the industry.
Several companies shared their direct experiences with adopting AI in recruitment, offering valuable insights:
One organization implemented an AI-powered ATS to automate candidate screening and re-engage previously rejected candidates.
Another company, early in its AI adoption journey, implemented a tool that automatically takes notes during interviews, analyzing language and gender dynamics.
A different organization extended AI use through a digital assistant that records meetings and manages interviews.
Another case involved AI-powered sourcing tools that identify suitable public profiles online based on job descriptions.
A key theme throughout the forum was the need for integration. Many companies expressed concerns over fragmented HR tech stacks—with separate tools for ATS, chatbots, scheduling, and more—resulting in disjointed experiences and increased complexity. The ideal vision is a fully integrated, secure, and seamless system that doesn’t require heavy customization.
Data privacy and GDPR compliance also took center stage. The use of AI, particularly in interview recordings, requires candidates’ explicit consent. If some candidates opt out of AI-based assessments, it could unintentionally create inequality by excluding their data from the same analysis used for others.
