Finding the New Recruit: Robots vs Human Insight

AI is dependent on the bias of the person feeding the data

The world of talent recruitment has not stopped being re-invented, with artificial intelligence (AI) increasingly taking center stage as next stage after the Monsterjobs.com. While AI tools are undeniably streamlining the process, automating tasks and potentially reducing bias in some areas, there’s a growing realization that humans still hold the crucial edge in understanding behavioral outcomes in complex workplace situations. This blog post explores the future of talent recruitment and why robots, despite their impressive capabilities, can’t fully replicate the nuanced human touch.

Romanticizing the future efficiency of AI

Yes, AI-powered tools can quickly review resumes, filter candidates based on keywords and skills, and even schedule preliminary interviews. This frees up recruiters time to focus on higher-level tasks and refine the candidate pool.

Yes AI-powered chatbots can respond to candidate queries, schedule interviews, and collect initial information. UX and CX culture is already established with the candidate experience and streamlines initial contact.

AI can analyze assessment data/ patters to predict/ detect the success or lack of potential hires, ranking candidates (profiling) them based on the CV.

The Huge Limitations of AI in Talent Assessment

While automation improves efficiency, AI has limitations when it comes to understanding complex human qualities.

Lack of nuanced understanding but also cultural language. AI excels at identifying specific skills and experience, but struggles to grasp soft skills, personality traits, cultural fit, and genuine drive. A resume can showcase technical proficiency, but it doesn’t fully reflect how a candidate interacts in a team, handles pressure, or adapts to new challenges.

Over-reliance on “too little” data: AI systems typically rely on data sets, which can reflect historical biases or limited representation. This may inadvertently screen out talented candidates based on their DEI who don’t fit the “norm.” It’s not to say that bias *cannot* be mitigated, but fully eliminating will be a never ending challenge. Side note: Google spokesperson just confirmed a settlement of class-action lawsuit claiming it favoured white and asian employees. (March 19 / 2025)

Inability to gauge cultural fit: Understanding how a candidate will integrate into a specific team, navigate company culture, and contribute effectively often exceeds AI’s capability. A diverse and productive team needs human judgment to identify those who’ll flourish in its dynamic environment.

Emotional intelligence will never be able to be replaced by AI.

The Human Element: TalentRise , our Exec Search Services, and our Global capabilties .

Recruitment and Search firms advisors, consultants have one skill that is often overlooked. They have heighten emotional intelligence. Their most significant skill is to match boss/ culture/ brand with employee who’s one and only purpose is to elevate the reputation/ profit/ sucess story of the company. To do that in less than a few months from one industry to the next, requires X-ray vision translated as:

Empathetic understanding: An excellent recruiter will be able to connect with candidates on a deeper level, extract their personal motivations, and monitor inconsistency in their personality plus observe their behavioural fit in ways that even an average person cannot.

Uncovering hidden potential: Behavioural interviews are highly efficient for identifying cultural match but it iss the subtlety of the words selected that will determine the fit .

The Future of Recruitment: A Collaboration, GEO Strategic Partners TalentRise

TalentRise , our Exec Search Services, and our Global capabilties .

Client and service oritented relationships are successful when you are trusted to go outside of your specialty. GEO Strategic Partners is often mandated to find talent outside of the usual sectors. We have an extended network that reaches all major continents. We leverage the strengths of both our relationships and our capacity to keep abreast of current affairs in many sectors.

Never under estimate the power of relationship building.