As you’re no doubt well aware, artificial intelligence (AI) is all the rage these days. It seems like every other day, there’s some new AI-powered tool or service that’s being hailed as the next big thing.
But as much as we might want to believe that AI can do absolutely anything, there are still some things that it simply cannot do. And as it turns out, a lot of these things are things that great recruiters excel at.
So, without further ado, here are five things that AI can’t do at the moment, that great recruiters can:
AI is great at processing large amounts of data and finding patterns, but it’s not so great at understanding the context in which that data exists. This can be a problem when it comes to something like recruiting, where context is everything.
For example, let’s say you have a job posting for a software engineer. An AI might look at the list of required skills and qualifications, and match it up with a list of candidates who have those skills and qualifications. But a great recruiter will go beyond just matching up lists of skills and qualifications. They’ll take into account things like the culture of your company, the specific challenges and goals of the project the software engineer will be working on, and the overall fit of the candidate with your team.
Read between the lines
AI is pretty literal-minded. It doesn’t have the ability to read between the lines, interpret subtle cues, or make inferences based on incomplete information. But great recruiters are masters at doing just that.
They know how to read a resume and pick up on the little things that tell them more about a candidate than just their work history and education. They know how to listen for the things that candidates don’t say, and how to ask the right questions to get a better sense of who someone really is.
AI can’t really build rapport with people. Sure, it can carry on a conversation and even respond in a way that seems human-like, but it’s all just an act. It doesn’t have genuine feelings or emotions, so it can’t really connect with people on a deeper level.
Great recruiters, on the other hand, are experts at building rapport. They know how to put candidates at ease, make them feel comfortable, and establish a connection that goes beyond just a job interview. This ability to build rapport is critical when it comes to recruiting, as it helps candidates feel more invested in the process and more likely to accept an offer if it’s made.
AI can’t negotiate. It can’t haggle, bargain, or plead its case. It can’t read the subtle cues and body language of the person it’s negotiating with, and it can’t adapt its approach based on what’s happening in the moment.
Great recruiters, on the other hand, are masters of negotiation. They know how to get the best deal for their company, while still being fair and respectful to the candidate. They know how to read the room, gauge the other person’s level of flexibility, and adjust their approach accordingly.
Develop long-term relationships
A.I can’t develop long-term relationships. It doesn’t have the capacity to build trust, foster loyalty, or maintain ongoing communication.
Great recruiters, on the other hand, know how to develop long-term relationships with candidates. They understand that the recruiting process
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