PART 3 – Improvise like a chef
Perspective from Dr. Gerhard Michael Eckert, Managing Director at Höchsmann & Company KG, on the latest developments in recruiting and headhunting.
I have a passion for using analogies, because they often clarify complicated issues in relatable ways.
I will be publishing these thoughts in 3 parts, but I decided to keep the intro the same for all 3. So if you have already read one of the other parts, you can skip the intro and go directly to the analogy.
“Intelligent algorithms in network portals and recruiting software promise to make the work of a headhunter or recruiting department obsolete, but is that true?
Of course, online profiles can be automatically matched with stored job descriptions and identify matches that can lead to meaningful suggestions for suitable employers or candidates. The basic prerequisite for this is that these profiles are indeed comprehensive and meaningful and the job descriptions are also filled with meaningful parameters, which is by no means always the case.
In my opinion, even increasingly intelligent software can not replace the Human Factor. Only a person can evaluate the “personal + cultural fit” of a candidate – especially in leadership positions – based on knowledge of human nature and experience.
We need another definition here. The concept of executive search or headhunting is not threatened by Artificial Intelligence in any way, but it rather complements. Because the really differentiating factor, namely curiosity, humanity, emotionality and sensitivity, is and remains the privilege of man.
At the same time, the purely data-based matching of requirements and qualifications greatly simplifies and controls the process of narrowing down potential employers and candidates – but only for specific positions, with a relatively large number of candidates.
Still, the situational suitability of a person for a specific position, a defined strategic task in a defined environment for a particular company can only be judged by another person.”
PART 3 – Improvise like a chef
“An interesting analogy of the differentiating human factor in talent selection may be the work of a cook: almost anyone can execute a good recipe with the right ingredients and appropriate equipment with satisfactory results – as well as a sophisticated algorithm can recognize matches between a resume and a job description.
“But what happens if not all ingredients are present in exactly the right amounts? So possibly a degree or competence is missing or not proven? In this case, a cook would not simply stop cooking and immediately leave out the candidate for lack of consistency, but look for a pragmatic and creative solution and seek to balance the non-stock item with another.
“An executive search consultant can increase the pool of potential candidates because he / she can recognize competencies and skills that may not be documented by degrees or explicit experience, but are still present. Just like a chef who, due to his experience and knowledge can prepare a perfect dish despite a not perfectly equipped pantry.”
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Gerhard Michael Eckert 