🤝 When Hiring Had a Heart By George Fountain Jr., PMP, CPMAI+E
Twenty years ago, I owned a recruiting firm where every interaction began the same way: a handshake, eye contact, and a conversation that acknowledged the person across from me was navigating one of life’s most stressful transitions. Job seekers weren’t data points or conversion metrics. They were individuals with families, mortgages, and dreams worth protecting.
That human-centered approach wasn’t just good ethics—it was good business. When we invested time in understanding each candidate’s story, we made better matches. Companies received employees who stayed longer and performed better. Candidates found roles that aligned with their actual strengths and aspirations.
Today’s hiring landscape tells a different story. According to @LinkedIn Talent Solutions’ 2025 research, 75% of job applications never reach human eyes, filtered out by applicant tracking systems that scan for keywords rather than potential. 📊 The average job seeker receives automated rejections (when they receive any response at all) after applying to positions that may have been filled weeks earlier but remain posted to build talent pipelines.
This efficiency-first approach has measurable consequences. Employee turnover in the first 90 days has increased by 22% since 2019, while 68% of job seekers report feeling disconnected from potential employers during the application process. 📈
🤖 The irony is striking
Advanced Intelligence promised to improve hiring outcomes, yet we’re seeing higher turnover and lower satisfaction on both sides of the equation. The technology itself isn’t the problem. Our implementation is.
✨ Consider this reframe
Instead of using Advanced Intelligence to filter people out, what if we used it to bring out the best in people?
- Intelligent systems could analyze communication patterns to identify candidates who thrive in collaborative environments.
- Machine learning can help recruiters identify transferable skills that traditional keyword searches may overlook.
- Natural language processing could personalize outreach messages while maintaining an authentic connection.
As @Josh Bersin has noted, the most successful companies use AI to augment human judgment, not replace it. 🎯 They leverage AI to handle administrative tasks while ensuring every candidate interaction includes genuine human engagement. Their hiring managers spend less time on paperwork and more time having meaningful conversations about mutual fit.
🧠 This approach requires intentional design
It means measuring success not just by time-to-hire but by employee retention and satisfaction scores. It means training recruiters to interpret AI insights while maintaining their ability to recognize potential that doesn’t fit algorithmic patterns.
The future of hiring isn’t about choosing between efficiency and empathy—it’s about combining both intelligently. 🚀 Companies that master this balance will attract top talent in an increasingly competitive market. Those that don’t will continue struggling with high turnover and cultural misalignment.
📌 Coming Next
Next week, I’ll examine how this human-Advanced Intelligence partnership can address one of hiring’s most challenging moments: the layoff and rehiring cycle. We’ll explore strategies that maintain dignity and relationships even when business circumstances force difficult decisions.
I’d welcome your thoughts in the comments.
