The "self-assessment" of AI
Guided by critical thinking and in an attempt to test the self-assessment of AI, we evaluated its own perception of its weaknesses. We expected to receive insights into its limitations beyond human emotions. We combined the serious with the humorous. Colleagues, please don’t take offense. Here’s what we got:
1. Conflict management and interpersonal relations
Managing conflicts between employees requires understanding emotions, team dynamics, and sensitivity to individual needs and contexts. AI lacks the emotional intelligence needed to handle such situations adequately, which can lead to misunderstandings and tension.
HR comment: Generally true, as this topic is hard to fit into a defined model, and it’s difficult to have uniform data. Even natural intelligence avoids this topic, and HR professionals don’t always want to deal with others’ conflicts…
2. Recruitment and candidate evaluation (especially based on "soft skills")
AI can assist with the initial scanning of resumes and applications, but when it comes to assessing “soft skills” (e.g., communication, emotional intelligence, adaptability), machines fail to capture the nuances of candidates’ personalities. These skills are critical for many roles, and human judgment is more reliable.
HR comment: There seems to be a contradiction with the popular belief that AI will replace recruiters in screening endless piles of resumes. But honestly, there aren’t many resumes in response to job postings, so there’s not much to screen. And AI isn’t crazy enough to deal with the endless demands and perpetual dissatisfaction of candidates!
3. Managing organizational culture
AI cannot understand or develop organizational culture, which encompasses complex elements such as values, behavior, and emotions. This requires human involvement and leadership to ensure the right atmosphere and foster shared goals and values within a team.
HR comment: See? It can’t understand what doesn’t exist and justifies itself with abstract concepts like values and leadership. Honestly, we’re not always sure what these things are either.
4. Performance evaluation and feedback delivery
Evaluating employee performance involves not only quantitative metrics but also subjective aspects like emotional engagement, creativity, and teamwork. AI may overlook these critical factors. Providing feedback also requires emotional intelligence and a personalized approach, which cannot be automated.
HR comment: Here, AI directly admits it doesn’t want to deal with subjective manipulations and unequal treatment of employees. Nor can it be creative enough to constantly come up with excuses for why salaries aren’t increasing or why there are no bonuses…
5. Ethical decision-making and resolving moral dilemmas
In some situations, HR professionals must make decisions requiring moral and ethical judgments. AI, due to its lack of emotions and moral perceptions, may fail to make the right decision or create unethical scenarios.
HR comment: We’re entering dangerous waters—can HR be ethical, and does it even have the right to judge?
6. Employee Support and Counseling (Employee Assistance Programs)
Employee support programs involve psychological and emotional support, which requires human emotional intelligence and empathy. AI is unable to offer the same level of understanding and compassion when dealing with personal or professional difficulties.
Comment: Even if we pity, sympathize, and support employees, they don’t appreciate it and constantly leave for higher salaries.
7. Change Management and Emotional Reactions to Change
In organizational changes, employees often experience uncertainty, stress, and emotional reactions. Managing such changes requires delicate, personalized attention, which AI cannot provide appropriately.
HR comment: No comment, because the author didn’t understand it either. AI knows it itself.
8. In-depth Mentorship and Talent Development
AI can assist with the administrative aspects of training, but it cannot provide mentorship, which requires experience, human intuition, and an understanding of individual employee needs. Mentors often play a key role in the career development of employees, and this requires deep empathy and support.
HR comment: This is important, and we can’t leave it just to administration. Someone must take responsibility for the others.
9. Interviewing Candidates
While AI can be used for automating preliminary interviews, the human element is critical in final interviews. Interviewers not only assess technical skills but also empathy, character, and the candidate's fit within the organization’s culture.
HR comment: Whether we interview them or not, we’ll still hire the boss’s nephew.
10. (Without the help of AI or ChatGPT) Diversity and inclusion.
No one truly understands this, neither artificial intelligence nor natural intelligence. Yet we proudly repeat memorized (or imposed) phrases and wave flags.
Comment without HR: We’re entering dangerous waters and the realm of political (in)correctness. Better no comment, so we don’t lose HR...
However, after explicitly asking AI for a comment:
Although AI can help reduce biases in some areas, it is still limited in understanding complex issues related to cultural and individual differences. There’s a risk that AI may reproduce bias if not properly programmed and monitored.
If you don't trust AI to solve your HR problems, reach out to the Natural Intelligence of New Career.