AI can be incredibly helpful in HR, including identifying skill sets and creating job descriptions.

Ultimately, however, the job of assessing talent requires understanding the complexity of people.

Hiring great teams with strong judgment is the best guardrail against the biases of AI.

If you’re old enough to remember the early 2000s, as the internet really began to take hold and dot coms were still in the bubble and not the bust phase, then the fascination with AI might be a bit familiar. (If you are too young, find a YouTube clip of Today show hosts Katie Couric and Bryant Gumbel trying to understand email. The @ sign was particularly perplexing for them.) One thing that may have faded from memory now is that this was a relatively slow adoption from analog life. Yes, by the 1990s, Amazon was an online bookstore. However, B. Dalton, a huge bookseller with hundreds of stores, remained relatively competitive well into the first decade of this century.

In other words, while excitement ran wild about the internet, email, online shopping and early chat rooms, actual use ran alongside our analog ways. We kept putting stamps on envelopes, going to the mall, and talking on the telephone (or in person!). We used email for low-risk activity or sent a confirmation by post. Online........

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