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Listen "Why we still need human insight when hiring"
Episode Synopsis
Professor Isabel Fernandez-Mateo examines how generative AI is reshaping the hiring process and why organisations need to approach these changes thoughtfully. With automation increasing the number of applications employers receive, rejection rates are higher and influencing who continues to participate in the talent pipeline.
Three key themes emerge from the conversation:
Technology is reshaping hiring from the ground up, altering how roles are defined, who sees them and who chooses to apply. These shifts raise pressing questions about fairness, transparency and hidden bias across each stage of recruitment.
Automation promises efficiency but can also reinforce old assumptions, making applications appear increasingly similar and potentially limiting opportunities if organisations do not actively monitor how AI is used.
Human insight remains essential, helping hiring managers understand context, recognise potential and ensure that recruitment decisions support diversity, organisational culture and long-term talent needs.
Bias can be unintentionally perpetuated when AI draws on historic hiring data, such as how homogenised applications make true differentiation harder and why increased rejection rates may undermine diversity over time.
In times of uncertainty, Isabel outlines the areas where hiring managers must stay cautious: maintaining transparency, questioning automated outputs and ensuring technology enhances – rather than restricts – who enters and progresses through the hiring funnel.
Professor of Strategy and Entrepreneurship, Dr Isabel Fernandez-Mateo holds the Adecco Chair at London Business School. Discover more about Isabel and her research: https://www.london.edu/faculty-and-research/faculty-profiles/f/fernandezmateo-i
For more thought leadership and business insights from London Business School faculty and alumni, visit https://www.london.edu/think.
Sign up to receive a curated selection of articles, podcasts and films direct to your inbox twice a month at www.london.edu/think?entry=true#subscribeScreen.
Follow us on social media:
X.com/LBS
linkedin.com/school/london-business-school
facebook.com/LondonBusinessSchool
Three key themes emerge from the conversation:
Technology is reshaping hiring from the ground up, altering how roles are defined, who sees them and who chooses to apply. These shifts raise pressing questions about fairness, transparency and hidden bias across each stage of recruitment.
Automation promises efficiency but can also reinforce old assumptions, making applications appear increasingly similar and potentially limiting opportunities if organisations do not actively monitor how AI is used.
Human insight remains essential, helping hiring managers understand context, recognise potential and ensure that recruitment decisions support diversity, organisational culture and long-term talent needs.
Bias can be unintentionally perpetuated when AI draws on historic hiring data, such as how homogenised applications make true differentiation harder and why increased rejection rates may undermine diversity over time.
In times of uncertainty, Isabel outlines the areas where hiring managers must stay cautious: maintaining transparency, questioning automated outputs and ensuring technology enhances – rather than restricts – who enters and progresses through the hiring funnel.
Professor of Strategy and Entrepreneurship, Dr Isabel Fernandez-Mateo holds the Adecco Chair at London Business School. Discover more about Isabel and her research: https://www.london.edu/faculty-and-research/faculty-profiles/f/fernandezmateo-i
For more thought leadership and business insights from London Business School faculty and alumni, visit https://www.london.edu/think.
Sign up to receive a curated selection of articles, podcasts and films direct to your inbox twice a month at www.london.edu/think?entry=true#subscribeScreen.
Follow us on social media:
X.com/LBS
linkedin.com/school/london-business-school
facebook.com/LondonBusinessSchool
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