On 5 February, Hotel nhow was packed with clients, partners and other relations who had one question in common: what does AI really mean for recruitment, today and tomorrow? During the 'Recruitment AI Trends in action event', we shared the best insights from the MrWork AI Trends Report 2026 and got inspired during the sessions by Leon Buijsman (CEO Ubeeo) and Friso Visser (AI trainer and speaker). An afternoon full of inspiration, practical examples and sharp discussions on the future of recruitment.
Quick summary
At the MrWork AI Trends Event on 5 February, it became clear that AI in recruitment is no longer an experiment, but a regular part of recruiters' work. The AI Trends Report 2026 showed that almost all employers are deploying AI and that the majority will continue to invest in it in 2026. At the same time, it stressed that AI only adds value if it not only saves time but also improves the candidate experience. Structural integration into processes and proper interfacing with the ATS are crucial in this respect. Organisational maturity and AI literacy should also not be overlooked. Finally, they looked ahead to developments such as AI Agents, GEO and zero-click applying. The common thread: AI is fundamentally changing recruitment, which requires conscious choices and targeted action.
AI in recruitment only works when both recruiter and candidate win
Mees kicks off the afternoon with a deep dive into the outcomes of the MrWork AI Trends Report 2026. This shows that almost all employers are already using AI for recruitment (90%) and that 81% will step it up by 2026 through additional investments in AI tech.
At the same time, Mees identifies a serious challenge: "Many AI solutions talk, but don't really listen. They lack context about the organisation, the candidate and the process. You might save time, but if the candidate experience does not improve, you end up gaining nothing."
This is exactly why MrWork developed the AI Hub: an AI colleague you train yourself on your own context, processes and data.
From AI hype to daily impact
Leon Buijsman, CEO of Ubeeo and co-presenter of the podcast 'Successful Recruitment with AI', takes over the baton and gets straight to the point: "The impact of AI is still limited in many organisations because it is not structurally integrated into processes. Getting stuck in separate experiments with ChatGPT or other tools creates fragmented processes, unreliable data and frustration among recruiters."
Only when you integrate AI properly into your processes will you reap the benefits - that's his message. In doing so, the ATS acts as the 'bank' of all candidate data. Everything AI tools do - from sourcing to screening - should be reflected in your ATS. "That link between AI tech and your ATS is essential," says Leon.
Friso Visser, lecturer in recruitment, employer branding & AI at the Academy for Labour Market Communication and co-founder of the National Academy for AI, elaborates on this. He explains that AI only works if it fits within your vision, processes and maturity level as an organisation. According to Friso, this is where it often chafes: "Many organisations are still in the phase of interest and experimentation, while already buying tools that require higher maturity levels."
One topic that Friso believes needs extra attention is AI literacy. Employees need to know not only what AI can do, but also what is not allowed or undesirable. Friso explains: "This has long since ceased to be a nice-to-have. From the AI Act, organisations are even required to train employees in AI literacy."
Where are we moving with AI in recruitment?
With the rapid developments in AI, tomorrow could already look different from today. Here are the developments our speakers are expecting a lot from in the near future:
- "Make use of AI Agents who understand your organisation, can engage well with candidates and thus make a real impact. Only when AI delivers profit for both recruiter and candidate do you take serious steps." - Mees van Velzen
- "You shouldn't let AI take over everything, but know exactly where you want to intervene. In interview planning and candidate communication via WhatsApp, AI can already work very powerfully, if properly embedded." - Leon Buijsman
- "Two big trends that are going to have a big impact are GEO (Generative Engine Optimisation) and zero-click applying. In zero-click applying, candidates respond via AI interfaces without ever having seen a job page. This requires a fundamentally different view of employer branding and candidate journeys." - Friso Visser
Visitors' take-aways
We end the day with drinks in the Panorama restaurant overlooking the Erasmus Bridge. New contacts will be made, ideas will be exchanged and discussions about the AI trends and opportunities for 2026 will take place.
Esmée Maton, recruitment marketing team leader at Haskoning, thinks smart AI brings a lot to their organisation: "AI is already indispensable in our team. We use Microsoft Copilot and the MrWork AI Hub intensively and are exploring next steps. Thanks to the AI Hub, we can see exactly what AI is already doing well and where we can hone. It's very nice that we can now improve and test this ourselves. This will make AI smarter and better respond to what the candidate needs."
Annelieke Nottrot, employer branding specialist at Van Oord, focuses on a good balance between technology and human contact: "AI is becoming increasingly important within recruitment, but with that comes a growing focus on humanity. It's all about balance: technology supports, people make decisions. Ultimately, personal contact remains essential - after all, people work with people."
With new insights, concrete ideas and valuable conversations, everyone went home. One thing was crystal clear: AI in recruitment is no longer future music, but now requires conscious choices and above all: action!
