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AI makes hiring feel easy. Prompt in. Job description, interview questions, scorecards out. Fast. Easy. Done. But faster isn’t smarter. Easier isn’t better. The real gap in hiring? It’s not data. It’s discernment. Most misses happen when there’s no pause to validate things like: ▸ What’s true about the business right now and what needs to get done? ▸ Where are the real gaps and opportunities? ▸ What success looks like and how it'll be measured, not assumed? This problem isn’t new. AI just makes it louder, faster. A better place to start: ▸ List 3 things the role must accomplish within the 1st year beyond numbers ▸ Define how those accomplishments will be verified ▸ Pressure-test it with the team and board If the answers are murky and there’s no alignment on what matters... No job description No AI tool No “culture add” And no recruiter will change that Clarity before speed Discernment before automation. That’s how smart hiring starts.
the reading in between the lines that AI will never be able to do!
Spot on for every AI application Amy. Copy and paste doesn't get you better results. Adding your own brainpower is what drives it forward. The case now is the same as it always has been - people looking for an easy button will struggle to get traction.
Really well said Amy, Speed without clarity just creates faster missteps. I’ve seen the biggest difference when teams pause up front to align on outcomes and success measures before moving into search mode. That foundation makes every tool, AI or otherwise, more effective.
ya... AI in hiring feels like a fast route to f***ing it up because it makes it really easy to remove your brain from the hard thinking work. (this is actually one of the reasons I hate the idea of AI writing blogs. imo blogs should be you showing your thinking vs. a performative act for the SEO lords aka good content)
Hell YES. AI can draft your job description — it can’t define your damn priorities. If you don’t have clarity, you don’t have a hire… you have a hope. This is the real work most orgs skip (and regret).
Spot on, Amy. AI is an excellent tool for streamlining time consuming tasks but it only does what you tell it to. That’s where the challenge comes in: It won’t pause to suggest a better approach unless you ask the right questions. Like any process, AI follows the rule: garbage in, garbage out. Without clarity and discernment upfront, automation just makes the wrong things happen faster.
If you’re not getting really clear about the role and your role in the role then you’re leaving yourself to chance. And no AI can save you. But if you add in some AI after you’re getting clear on these things (ahem binging all the great Amy Volas advice) then your favorite AI chat can help you keep the wheels on the wagon!
Recent niche updates show that companies tightening role clarity are seeing around 30% improvement in retention metrics. Market feedback hints that defined job goals can reduce mis-hires by roughly 50%, even though details might still be emerging. I totally agree that taking a pause to validate the true business needs can save a lot of trouble later on. At Liseller, we've seen similar trends where clear metrics push growth and lower turnover rates. I believe real hiring isn’t about speed but reflection and targeted action, something our customers are starting to notice too. It’s all about balancing AI’s efficiency with human smarts to make sure we’re truly getting the right fit.
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9hClarity before speed: Sure seems simple. 😉