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🌟 Why can’t be employed waiting for artificial intelligence
explained
I have been tired of “we will eventually build artificial intelligence.” This was a safe position two years ago. It is no longer the case. The question is not. if AI will reshape the employment. that it when (And the extent of speed).
Each industry was “Netflix”. Some companies jumped early and rewrite the rules. Others pulled their heels, told themselves that he was “very early”, and collapsed. Recruitment is now staring at a moment.
We move step -by -step: from the sources of artificial intelligence, to the interview of intelligence, to the agency, to the agency interviews, and at the end to the entire recruits. The progress is clear. The only remaining question is whether you will consume – or watch competitors wandering in you.
The first stage: Artificial intelligence sources (your first clear step)
Millions of artificial intelligence sources examine millions of personal files in seconds, as humans will lose hidden talent. They predict who may be ready to move, automate short lists, and free employment to focus on actual participation.
Do this now: Pilot tool for identifying artificial intelligence sources and setting a harsh standard for 30 days (reduce time for a short time by at least 30 %). If you do not see results, the problem is not the technique – it’s your process.
Blockbuster had the opportunity to buy Netflix for $ 50 million in 2000. They laughed. Ten years later, she was bankrupt. Do not be detailed.
The second stage: corresponding intelligence (stadium level)
The corresponding intelligence is the equivalent of Gong -sales employment – records, anti -antagonists. It is suspended when competencies are missed and fairness measures the interviews.
Candidates already use preparatory tools of artificial intelligence. If you are not balanced with artificial intelligence, you are superior.
Do this now: Offering the corresponding intelligence in one employment episode. Measurement of NPS and fair standards before. Watch how quickly their managers rent in each interview.
Kodak invented the digital camera in 1975. They buried it to protect film sales. The competitors embraced it, and Kodak collapsed. The corresponding intelligence is the moment of the digital camera today. Ignore it on your danger.
The third stage: efficiency (efficiency without danger)
The examination is not thinking. Most calls are just real checks (right to work, availability, salary expectations). Amnesty International can do this immediately, in multiple languages, without tightening trouble.
Candidates also prefer this. Do not waste 20 minutes for information they can only enter once.
Do this now: The initial screens of the family of the role of at least one role. Free for time, measure the speed of transformation, and check the candidate reactions.
This is the border against Amazon. The boundaries with the e -commerce trade were bound to Amazon in 2001, and effectively delivered the future of its business. Amazon bent in the Ateston and size. The border applied for bankruptcy in 2011. In employment, if you are still clinging to manual screens, you choose the boundary path.
The fourth stage: the conduct of the interview (the first rounds on a scale)
If artificial intelligence is already conducting interviews with a pilot, then handing over matters on the first round is an organized step.
Each role has no role (no one leaves artificial intelligence that manages the financial manager’s interview so far). But for graduates, tenants, or large -sized situations, AI can already conduct consistent interviews, which have been reduced, which are intelligent based on responses.
Do this now: An artificial intelligence interview test for one role for beginners. Compare the candidate and the manager’s candidate from traditional interviews.
Look at Unilever. I have embraced artificial intelligence to employ graduate studies for years. Renting time decreased by 75 %. The results of the diversity improved. Reza Reda candidate. This is what “early adoption” looks at work.
The fifth stage: the agent (the end of the game)
The finish line is a fully agent recruitment – AI sources, examination, interviews, and clarification of the brief list in minutes. Humans only intervene to the highest value of work: advise leaders, build relationships, and close candidates.
This is not a theory. Startups already provide AI’s employment services that provide short coordinated lists faster than agencies. It is like the transformation of tennis from human calligraphy to a summary of the automated line. Initially I felt radical. Now is the default.
Do this now: Do not wait until the competitors use the agent’s agents as RPO. Start with the experiences it controls today. Every month you hesitate, the gap expides.
What will always remain a human being
Let’s be clear. Artificial intelligence is not here to erase recruits – it’s here to reshape them.
- Consulting partnership (Directing directors, forming a workforce strategy) will remain human.
- Construction (Convincing senior candidates to accept them) will remain human.
- Ruling (The weight of the appropriate culture, capabilities, and nuances) will remain human.
Everything is up to the seizure.
Fast food
- Build early or penetrate. Netflix, Amazon, Unilever – all of them because they jumped first. Blockbuster, border, kodak – dirty delay tales.
- Start quickly. Sources, examination, and interview of low -risk and high -influential points intelligence.
- Reorting the value of the recruiter. The future recruiter is a consultant, not responsible. Investing in consulting skills, literacy, and storytelling.
- Do not wait for perfection. Amnesty International is developing monthly. If you are waiting for the “perfect tool”, you will leave nothing.
Final thought: Each leader must choose. Are you Netflix or Blockbuster? Amazon or limits? Kodak or the company that buried them? The future does not come – it’s here. Your competitors are already working with it. If not, you are behind the knees.
📌 Read more at: Read Now
Hashtags: #employed #waiting #artificial #intelligence
Written by Johnny Campbell on 2025-09-11 14:04:00
Source Feed: SocialTalent
🔥 Why can’t be employed waiting for artificial intelligence
explained
I have been tired of “we will eventually build artificial intelligence.” This was a safe position two years ago. It is no longer the case. The question is not. if AI will reshape the employment. that it when (And the extent of speed).
Each industry was “Netflix”. Some companies jumped early and rewrite the rules. Others pulled their heels, told themselves that he was “very early”, and collapsed. Recruitment is now staring at a moment.
We move step -by -step: from the sources of artificial intelligence, to the interview of intelligence, to the agency, to the agency interviews, and at the end to the entire recruits. The progress is clear. The only remaining question is whether you will consume – or watch competitors wandering in you.
The first stage: Artificial intelligence sources (your first clear step)
Millions of artificial intelligence sources examine millions of personal files in seconds, as humans will lose hidden talent. They predict who may be ready to move, automate short lists, and free employment to focus on actual participation.
Do this now: Pilot tool for identifying artificial intelligence sources and setting a harsh standard for 30 days (reduce time for a short time by at least 30 %). If you do not see results, the problem is not the technique – it’s your process.
Blockbuster had the opportunity to buy Netflix for $ 50 million in 2000. They laughed. Ten years later, she was bankrupt. Do not be detailed.
The second stage: corresponding intelligence (stadium level)
The corresponding intelligence is the equivalent of Gong -sales employment – records, anti -antagonists. It is suspended when competencies are missed and fairness measures the interviews.
Candidates already use preparatory tools of artificial intelligence. If you are not balanced with artificial intelligence, you are superior.
Do this now: Offering the corresponding intelligence in one employment episode. Measurement of NPS and fair standards before. Watch how quickly their managers rent in each interview.
Kodak invented the digital camera in 1975. They buried it to protect film sales. The competitors embraced it, and Kodak collapsed. The corresponding intelligence is the moment of the digital camera today. Ignore it on your danger.
The third stage: efficiency (efficiency without danger)
The examination is not thinking. Most calls are just real checks (right to work, availability, salary expectations). Amnesty International can do this immediately, in multiple languages, without tightening trouble.
Candidates also prefer this. Do not waste 20 minutes for information they can only enter once.
Do this now: The initial screens of the family of the role of at least one role. Free for time, measure the speed of transformation, and check the candidate reactions.
This is the border against Amazon. The boundaries with the e -commerce trade were bound to Amazon in 2001, and effectively delivered the future of its business. Amazon bent in the Ateston and size. The border applied for bankruptcy in 2011. In employment, if you are still clinging to manual screens, you choose the boundary path.
The fourth stage: the conduct of the interview (the first rounds on a scale)
If artificial intelligence is already conducting interviews with a pilot, then handing over matters on the first round is an organized step.
Each role has no role (no one leaves artificial intelligence that manages the financial manager’s interview so far). But for graduates, tenants, or large -sized situations, AI can already conduct consistent interviews, which have been reduced, which are intelligent based on responses.
Do this now: An artificial intelligence interview test for one role for beginners. Compare the candidate and the manager’s candidate from traditional interviews.
Look at Unilever. I have embraced artificial intelligence to employ graduate studies for years. Renting time decreased by 75 %. The results of the diversity improved. Reza Reda candidate. This is what “early adoption” looks at work.
The fifth stage: the agent (the end of the game)
The finish line is a fully agent recruitment – AI sources, examination, interviews, and clarification of the brief list in minutes. Humans only intervene to the highest value of work: advise leaders, build relationships, and close candidates.
This is not a theory. Startups already provide AI’s employment services that provide short coordinated lists faster than agencies. It is like the transformation of tennis from human calligraphy to a summary of the automated line. Initially I felt radical. Now is the default.
Do this now: Do not wait until the competitors use the agent’s agents as RPO. Start with the experiences it controls today. Every month you hesitate, the gap expides.
What will always remain a human being
Let’s be clear. Artificial intelligence is not here to erase recruits – it’s here to reshape them.
- Consulting partnership (Directing directors, forming a workforce strategy) will remain human.
- Construction (Convincing senior candidates to accept them) will remain human.
- Ruling (The weight of the appropriate culture, capabilities, and nuances) will remain human.
Everything is up to the seizure.
Fast food
- Build early or penetrate. Netflix, Amazon, Unilever – all of them because they jumped first. Blockbuster, border, kodak – dirty delay tales.
- Start quickly. Sources, examination, and interview of low -risk and high -influential points intelligence.
- Reorting the value of the recruiter. The future recruiter is a consultant, not responsible. Investing in consulting skills, literacy, and storytelling.
- Do not wait for perfection. Amnesty International is developing monthly. If you are waiting for the “perfect tool”, you will leave nothing.
Final thought: Each leader must choose. Are you Netflix or Blockbuster? Amazon or limits? Kodak or the company that buried them? The future does not come – it’s here. Your competitors are already working with it. If not, you are behind the knees.
🔗 Read more at: Read Now
Hashtags: #employed #waiting #artificial #intelligence
Written by Johnny Campbell on 2025-09-11 14:04:00
Via SocialTalent
