But AI has its limitations. The technology is prone to “hallucinations” – recreating inaccuracies based on data that is wrong or false. For these reasons, HRGO deliberately restrains its use. “Just because you can doesn’t mean you should,” says John Parkinson. relationships. While AI is excellent for processing data or summarising feedback, it cannot replace the deep understanding required for high-value roles. “I don’t think there’s a substitute for a conversation,” says John, “particularly when assessing cultural fit or negotiating on behalf of a candidate.” The risk, he argues, lies in the disintermediation of personal This position is echoed by David Angel. “My overriding sense is that whilst the rapid advancement in AI will undoubtedly lead to major disruption, the ripples will be influenced much more by the actions and behaviours of people. “I remain convinced of one thing” says David, So, perhaps for family businesses that place so much value in their human touch, the use of AI in recruitment isn’t about choosing between high-tech and high-touch – it’s about using one to save the other? “the future of leadership is, and will remain, profoundly human.”
administrative assistants. Known as “agentic AI” these systems, which are already starting to appear, will have the capacity to “think,” “learn” and “reason.” These will feel more like a “partner” at work. For recruiters, these systems offer the prospect of using AI in far more complex areas, tackling things like transferable skills. The work HRGO has done with the University of Kent into semantic search is already half-way there. Unlike traditional keyword searches that might miss a great candidate because they lack a specific buzzword, semantic search understands context. “Teachers and project managers have more in common than you might think.” “A teacher comes up with a lesson plan, they deal with colleagues, parents, and students. There’s a bit of an overlap. AI can help us spot these square pegs for round holes, widening the talent pool for clients in a tight market,” says John Parkinson. The limits of AI Other companies are going much further. There are examples of candidates taking part in video interviews and being grilled by an AI chatbot. Others are using AI to turn recruitment into a proactive, not reactive process – identifying high- potential candidates before they ever apply.
Betty Parkinson Founder, HRGO
John Parkinson 3rd generation CEO, HRGO
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