Top AI-powered Tools Every Recruiter Should Know

Rohan Jain
5 ก.ย.
ยาว 4 นาที

Hyperwork is one the leading recruitment agencies in Thailand that provides quick, reliable and effective recruitment services/solution to the leading companies based in Thailand & Southeast Asia.

By 2025, Thailand has emerged as a key data center hub in Southeast Asia, attracting global hyperscalers and local operators alike. Amazon Web Services (AWS), Google Cloud, Microsoft Azure, and TikTok have all established or announced local infrastructure, while Chinese firms such as Haoyang Data Center are also expanding in the country.

Major joint ventures like GSA Data Center (GULF, Singtel, AIS) and Digital Edge B. Grimm highlight the strong regional investment. Local players including True IDC, National Telecom (NT) with BCPG, and WHA Industrial Development continue to scale facilities to meet rising demand. This growth is fueled by cloud adoption, fintech expansion, and Thailand’s data localization and EEC initiatives.

From Hyperwork’s Point of View

AI is changing recruiting. Tools automate routine tasks and let recruiting teams focus on people work. AI speeds candidate screening, improves candidate experience, and helps hiring and HR teams scale hiring.

Market context

Many companies now test AI in HR and recruiting (application process). LinkedIn reports that recruiters use AI to free time for human tasks and to find talent faster due to effecti (LinkedIn, 2023). Analysts say generative AI will reshape HR work in the next two to five years (Gartner, 2025). In Thailand, large cloud investments such as Google’s $1 billion data centre boost demand for tech hires and for tools that scale recruiting (Reuters, 2024).

Top AI Tools for Recruiters

Resume screening and parsing AI (resume screening AI)

Resume parsing turns CVs into structured candidate data. Tools like hireEZ & Textkernel. These tools help screen candidates quickly. They can miss talent if models favour certain wording or formats (Brookings, 2025).

Applicant tracking system AI (applicant tracking system AI)

AI-enabled ATS systems like Greenhouse and iCIMS score applicants and automate candidate workflows. They link job postings, job boards, and candidate records. They improve process tracking but need regular audits to avoid biased rankings (SHRM, 2024).

Candidate sourcing and talent rediscovery AI (talent sourcing AI)

Sourcing tools such as hireEZ, SeekOut, and Eightfold.ai search public profiles and internal databases. They help talent acquisition Thailand teams find passive candidates and fill job openings faster. Check data privacy and consent rules when sourcing externally.

Conversational AI and chatbots for candidate engagement (candidate experience AI)

Chatbots like Paradox Olivia, XOR, and Mya answer FAQs, schedule interviews, and update candidates. They improve candidate experience AI and reduce recruiter workload. Route complex queries to humans to keep trust and protect employer brand (LinkedIn, 2023).

AI video interview analysis (AI interview tools)

Tools such as HireVue and Spark Hire analyze video interviews for key phrases and signals. They scale early rounds and make candidate screening consistent. Use them with human review. Research shows bias risks exist and must be managed (University of Washington, 2024).

Skills and assessment AI

Platforms like HackerRank, Codility, TestGorilla, and SHL offer coding tests and role simulations. They measure real skills and help hiring teams avoid overreliance on CVs. Validate tests for local job requirements and update them often (SHRM, 2024).

ATS analytics, recruitment automation and CRM

Analytics tools such as Beamery and Lever show funnel performance and source quality. Automation schedules interviews and follows up with candidates. Candidate CRM tools such as Phenom personalise outreach and help build employer brand. Clean candidate data and consent are essential.

Background checks and credential verification automation

Checkr, Onfido, and Veriff speed identity and credential checks. They shorten final-stage checks and reduce risk. Verify local coverage and PDPA compliance before use.

Workforce planning and talent forecast AI

Visier and OrgVue forecast hiring needs and model scenarios. They help HR and hiring managers plan headcount, budgets, and skills development. These tools need good HR data to deliver useful insight.

How to Adopt AI Responsibly

Pilot steps:

Pick one clear use case such as resume parsing or interview scheduling.
Run a small pilot for 4 to 8 weeks and gather recruiter and candidate feedback.
Review results and refine models, prompts, or workflows.

Ethics, bias, and legal risks matter. Audit models for bias and fairness. Keep human judgement for final hiring decisions. In Thailand follow the Personal Data Protection Act and get clear consent for candidate data processing (Personal Data Protection Act B.E. 2562, 2019). Ask vendors for bias tests and audit logs.

How to Measure Success

Time to hire.
Quality of hire measured by early performance and retention.
Candidate satisfaction scores.

Track these KPIs during pilot and after full rollout. Use results to refine your recruiting process and to guide hiring decisions.

Infographic on how to measure success? — How to Measure Success?

Regional Note

Thailand data sources and PDPA compliance for sourcing and background checks. For assessments prefer tools that offer localization or local partners. Using tools with local features reduces integration risk and speeds time to hire.

How Hyperwork Helps

At Hyperwork we help clients select and pilot AI recruiting tools. We map your hiring processes and pick the highest-impact use cases. We run pilots, report on KPIs, and check vendor compliance with data privacy Thailand rules. We also advise on employment contract Thailand language when automation touches candidate steps. We help recruiting teams adopt new tools and build upskilling Thailand programs so recruiters focus on people and culture.

Final Thought

AI in recruiting offers clear gains in speed, candidate screening, and scale. It also brings bias and data risks. Start small, measure results, and keep humans in charge. Contact Hyperwork today by clicking the button to improve your hiring results.

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