Tech Talk: Humanified Leadership – Anastasios x Sakis

AI is increasingly becoming a hot topic, influencing everything from football to robotics. It’s evolving into nearly every area of our lives. In this podcast, Anastasios Visvikis, SAP recruitment consultant at Cavendish Professionals, and Sakis Tassoudsis, IT leader, director, and research practitioner in leadership & AI, discuss how AI is shaping leadership strategy and how humanified leadership values continue to play a crucial role.

Here’s a quick summary of their key points:

1. Redefining Leadership

Sakis and Anastasios explore how leadership is evolving. Sakis suggests that technology is reshaping humanity itself, which in turn means leadership programmes need to be redefined. Algorithms can be humanised to enhance leadership. He emphasises the importance of using these algorithms while also recognising the empathy and emotional intelligence that humans bring to the table. AI can automate routine tasks, saving time in day-to-day operations.

2. AI and Empathy

Ethics are crucial in the development of AI, especially when it comes to managing people. Sakis says AI should evolve in a way that allows us to use it symbiotically, leveraging its benefits without losing sight of human qualities. A framework with ethical guidelines is needed to prevent bias and protect privacy. There needs to be a global agreement on these ethical frameworks.

3. Three New Revolutions of AI

• Data:

AI can collect over 500 data points on candidates, far beyond traditional resumes or interviews according to Sakis. This includes not just qualifications but also behavioural insights, soft skills, and social media activity, creating a detailed digital profile. This “digital twin” evolves over time, improving accuracy in predicting candidate success. AI can then match this profile to a job description, making recruitment decisions more objective and data-driven.

• Efficiency: 

Anastasios says AI can speed up the recruitment process by up to 300% by automating tasks like resume screening and candidate shortlisting. This reduces the time spent on hiring, allowing companies to fill positions faster. AI also cuts costs by 35-40% by eliminating manual tasks and reducing the need for additional HR resources. Moreover, AI allows for scalable recruitment, handling large volumes of applicants without extra costs.

• Trust:

68% of job seekers trust AI more than human recruiters, as AI doesn’t carry the same biases that can affect hiring decisions. By focusing on data rather than personal judgments, AI ensures candidates are evaluated fairly based on qualifications and experience. It can also flag patterns of bias, helping companies adjust their hiring practices and create a more diverse, inclusive workplace.

4. Young Mentors

Young mentors are driving a shift in how we approach AI. They challenge existing dynamics and bring fresh perspectives, helping to highlight areas that more senior leaders may have overlooked. This fosters a new way of learning and adapting to change says Sakis.

Sakis’ Guidance on Implementing AI in Recruitment:

• Algorithmic Audits: To detect and reduce bias.
•  Cultural Sensitivity: Develop ethical frameworks that respect cultural differences.
• Human Oversight: Humans should still play a role to maintain balance and ease concerns about AI replacing humans.
• Quantum Algorithms: Use advanced algorithms to improve forecasting accuracy.
• Team Dynamics: Change team structures to optimise results.
• Democratisation of Advanced AI: Make AI more accessible and flexible without bias or external influences.

In essence, AI is not just about replacing human jobs; it’s about enhancing human abilities, improving efficiency, and ensuring ethical development and implementation.

Reach out to Anastasios here if you have any further questions about AI in leadership, or check out Sakis website here.