Will digitalisation and AI make direct contact by humans obsolete? Aren't mass approaches more successful than tedious processing by inefficient people? We took a naturally keen interest in this question. We did some research, spoke to experts and colleagues and started to press the collected information into sentences. But why don't we just ask the sword of Damocles-wielding algorithms themselves? And lo and behold, the answer matched our findings quite closely.

When asked whether AI can replace executive search, ChatGPT, probably the best-known AI-based dialogue partner, gave the following answer:

The question of whether artificial intelligence (AI) can completely replace executive search is complex and depends on various factors. While AI already performs many valuable tasks in recruitment, there are certain aspects of executive search where AI cannot yet fully replace the role of a human headhunter. Here is a detailed look:

1. automation and efficiency

AI can be very helpful in many areas of executive search, especially in the automation of tasks that are standardised and data-driven:

Database analysis and research:

AI can search through large amounts of data and identify potential candidates from social networks, CVs or professional platforms such as LinkedIn. It can quickly analyse criteria such as professional experience, qualifications and relevant networks to compile a list of candidates.

Matching of candidates and job profiles:

AI algorithms can help to find suitable candidates for a specific management position by comparing the requirements of the job advert with the qualifications and experience of the candidates.

First screening processes:

Automated tools can ask basic questions and criteria for candidate qualification, such as checking professional experience or carrying out psychometric tests.

2. personalised approach and interpersonal interaction

One area where AI has its limitations is the personal, interpersonal aspect of executive search:

Building trust:

Executive search often requires a high level of trust between candidates and recruitment consultants. The ability of a headhunter to build trust, respond empathetically to the candidate's needs and act discreetly is difficult to automate. Candidates for high-ranking positions often appreciate a personal approach and an exchange at eye level.

Negotiating skills and cultural fit:

The selection of managers requires not only professional qualifications, but also an assessment of cultural fit and leadership style. AI cannot understand in-depth human interactions and relationships, which are necessary for assessing "soft factors" such as leadership skills or the ability to lead a certain corporate culture.

Discretion and trust:

Executive search processes often involve highly confidential matters. Many of the conversations and decisions are made in a face-to-face context, where AI can gather information but cannot offer the same subtle perception and discretion that humans do in sensitive situations.

3. strategic consulting and long-term perspective

Executive search is more than just filling a vacancy; it is often about the long-term strategic direction of a company:

Consultancy on corporate culture and leadership:

Managers must not only have the skills and experience to fulfil their tasks, but also fit in with the vision and culture of the company. A human headhunter can look not only at skills and qualifications, but also at the long-term needs of the organisation and the "chemical" fit of a candidate into the leadership team.

Ethical and cultural aspects:

The selection of leaders often involves consideration of ethical issues and the long-term cultural development of an organisation, which are assessed in ways that are currently difficult for an AI to understand and evaluate.

4. complex decision making

Although AI can be helpful in analysing data and predicting chances of success based on patterns, there are many unpredictable, subjective elements when deciding whether a candidate is "the right one". Human consultants can recognise these elements intuitively, e.g. through personal conversations, body language or non-verbal communication.