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THE POWER OF READING PEOPLE

individuals who are geared toward victory and success in
our sales team.”

• “In the dynamic world of construction, our company stands
as a pioneering market leader.”

• “Our worldwide sales network captivates clients across . . .
countries with tailored solutions that hit the mark.”

• “Our ideal candidate is a . . . robust sales talent with an
extraordinary focus on achievements and objectives.

Exceptional communicative abilities. Self-directed work ap-
proach . . . ”

• “We provide an opportunity to . . . contribute to a team
characterized by trust and mutual respect.”

The Sense and Nonsense of Artificial Intelligence in
Personnel Searches
There’s a growing trend in recruitment to minimize the human ele-
ment in favor of automated systems like artificial intelligence (AI).

Take the “Precire” software, for instance, which evaluates candidates
not through human interaction but through their voice. It analyzes
speech—not the content, but the manner of speaking, such as word
choice, sentence construction, volume, pitch, and speed—to infer
behavioral characteristics and job compatibility. This technology
overlooks the individual’s actual words in favor of how they say

them, aiming to discern their motivations and behavioral style.

The integration of AI in business has certainly expedited many
processes, offering a more efficient way to handle tasks. Yet there
are aspects of human connection and understanding that AI can’t
replicate or replace, such as the nuanced insights gained from face-
to-face interactions.

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