AI Isn’t Impacting Everyone Equally

There’s no question anymore about whether AI is impacting talent acquisition. It is. The real question is: who is gaining from it, and who is being left behind?

From job ad writing and sourcing to outreach, assessments, and candidate engagement, AI in global talent acquisition is becoming embedded across the board. But while tools are being built for scale, access, infrastructure, and AI literacy vary wildly around the world.

As someone who works with recruiters and TA teams across continents, I’m seeing this divide grow in real time. If we’re serious about building inclusive, efficient hiring practices, we need to talk about the AI gap in global talent acquisition and what we can do about it.

After my LinkedIn post last week on the Big Mac Index reached viral status, I thought this was something that had to be addressed. Here is a link to the post for you to get up to speed. For those of you who are unsure about what the Big Mac Index is, have a look below from our friend ChatGPT:

“The Big Mac Index is a fun way economists compare the buying power of different currencies by looking at the price of a McDonald’s Big Mac in each country. The idea is that since a Big Mac is made from the same ingredients everywhere, differences in price show whether a currency is overvalued or undervalued compared to the US dollar. In short, it’s a burger-based shortcut to understanding global currency exchange rates. 🍔”

The New Divide: Not Just Digital, but Generative

We used to talk about the digital divide in terms of who had access to devices and the internet. In 2025, it’s now the generative divide:

• Who has access to powerful AI tools
• Who understands how to use them effectively
• Who can afford them at scale
• Who has the infrastructure and bandwidth to use them well

Recruiters in some regions are onboarding tools like ChatGPT, LinkedIn CoPilot, and Perplexity PRO daily. Others are still relying on WhatsApp, Google Sheets, and word-of-mouth networks to fill roles.

And this divide isn’t just across countries. It exists within them too, between urban and rural areas, enterprise teams and small agencies, and even between generations of recruiters.

Real-World Examples from Global Talent Markets

In Africa, where I do a lot of my training work, recruiters are incredibly resourceful. But many still face:

• Limited access to paid AI tools
• Unstable internet or power infrastructure
• Lack of localised AI models or regional language support

Contrast that with Europe or the US, where many TA teams have the budget to test multiple tools and assign dedicated AI champions. 🌍 The experience of a recruiter in Lagos versus London is fundamentally different when it comes to AI in global talent acquisition.

Three Risks of the Global AI Divide in TA

1. Unequal Candidate Experiences

If some teams use AI to deliver fast, personalised communication while others rely on manual processes, candidate satisfaction will vary dramatically.

2. Widening Competitive Gaps Between Employers

Organisations with AI-augmented TA teams will reduce time-to-hire, cut costs, and offer slicker processes. That leaves others struggling to keep up.

3. Missed Opportunities for Diverse Talent

If global sourcing becomes over-reliant on tools trained on Western data or English prompts, we risk excluding excellent candidates from underrepresented regions.

What TA Leaders and Recruiters Can Do About It

✅ Acknowledge the Disparity

Pretending everyone is on the same playing field is dangerous. TA leaders heading up Global Teams should assess AI readiness by region, not assume uniform adoption.

✅ Invest in AI Literacy Before AI Tools

Don’t just drop tools into teams. Run training sessions on:

• Better Prompt writing
• AI ethics and bias
• Where AI fits (and doesn’t) in your hiring workflow

✅ Create Access Points

If you’re a global employer, ensure:

• Teams have equitable access to tools and support
• There’s multilingual and mobile-friendly compatibility
• There are AI champions or trainers embedded regionally

✅ Localise, Don’t Just Globalise

Push your vendors to support:

• Local languages
• Regional sourcing platforms
• Cultural context in candidate messaging

✅ Share Playbooks Across Borders

One of the best ways to close the divide? Get teams in different markets talking. Build internal AI playbooks with examples from Brazil, Kenya, India, South Africa, the UK, and beyond.

How to Close the AI Gap in Global TA: A Quick Guide

1. Run AI audits by region, not by global averages
2. Prioritise literacy and inclusion over tool count
3. Set up cross-market sharing rituals, think monthly playbook swaps
4. Push vendors to localise beyond just translation
5. Lead by example, use your influence to push for fair access

TL;DR — AI in Global Talent Acquisition: What You Need to Know

• The generative AI divide is real, and growing quickly
• Access and literacy gaps are shaping recruiter and candidate experiences
• The risk is a fragmented, less inclusive global hiring landscape
• TA leaders must act locally and lead globally
• Literacy, localisation, and equity matter more than the number of tools

FAQs: AI and Global Talent Acquisition

Q1: Should we delay AI rollout in regions with less access?

Not delay, but adapt and be agile. Start small, local, and literacy-first.

Q2: How do we choose tools that work across markets?

Prioritise flexibility, language support, mobile access, and ease of use over flashy features.

Q3: What can small agencies in emerging markets do?

Leverage free tools, share knowledge locally, and focus on prompt mastery. Community is your superpower. (Shout out to my Global Recruiting Community – The Talent Hunters)

Q4: What risks come with relying on Western-trained AI models?

Bias, exclusion, and cultural misfires. Push vendors for localisation and build human-in-the-loop safeguards.

Q5: Is AI creating or closing opportunity gaps in TA?

It can do both. The outcome depends on how intentionally we address the access and literacy divide.

Final Word: 🛑AI Should Level the Field, Not Tilt It

AI in global talent acquisition should be a tool that expands opportunity, not restricts it.

But that won’t happen automatically. It requires deliberate action from TA leaders, recruiters, vendors, and trainers. Everyone should have access to basic AI Literacy Training.

If you’re reading this, you have the chance to lead with intention. Let’s make sure the future of recruitment includes everyone, everywhere. 💙🌈

If you are not sure where to get started with augmenting your recruitment processes with AI, this Tried & Tested list of AI Tools is a great starting point, and this Blog will certainly assist you too.