Raymond's 5 point Friday
Stay in the loop with my 5 top AI updates from the week!
Happy Friday to you!
For my American readers - happy 4th of July! ☀️ But please don’t read this right now. Focus on your family and friends, enjoy some good food, and make the most of the weather.
It’s Wimbledon season here in the UK, and this year, there are no line judges! That got me thinking about how technology, automation, computing power, and years of testing have transformed the role of the linesperson to the point where it no longer exists. It’s changed a part of the sport. No more Hawk-Eye challenges - the game is faster. I’m not sure how McEnroe would have handled it; he wouldn't have had his famous catchphrase.
A quote that caught my eye:
"As the technological possibilities increase, with an AI model for everything now, we are going to have to face and answer some hard questions about whether we want perfect (or just good enough) and/or whether we prize humans. Of course there will be a need for both, but if we leave big tech and commerce to make those decisions, the society of the future may not be calibrated the way we’d like."
I thought I’d continue this by taking a look at the other side of AI this week...
Inside this issue:
Beware of AI-driven candidate fraud
Perplexity Labs example for recruiters
The cost of AI applications and the cost of dealing with them
"AI or not" by Katrina Collier, an old colleague
How to adopt AI - the DIY way
1) Beware of AI-driven candidate fraud
I came across this article and had to laugh at the line: “While DDoS and ransomware attacks are sadly commonplace, we haven't seen these in TA.” The examples Steve Levy gives are funny - for now. But they’ll get serious, fast.
AI-driven candidate fraud is surging, with job seekers using generative AI to create fake CVs, deepfake their way through video interviews, and provide fabricated references. Recruiters face growing risks as remote hiring and automated screening make it easier for imposters to slip through, sometimes even infiltrating organisations for espionage or data theft. Traditional verification methods are no longer enough - advanced detection tools and vigilant screening are now essential to protect against sophisticated AI-enabled recruitment fraud.
Please make it standard practice to brief your clients on the risks of AI-driven resume fraud, especially when hiring remotely or offshore.
There’s a good article on this, which also outlines some useful countermeasures. The three things you should do are refreshingly old-school:
Cross-check digital footprints: Gaps or inconsistencies between resumes, LinkedIn profiles, and other platforms are red flags.
Ask simple, location-based questions: Someone claiming to live in Nailsworth should easily answer, “Where’s your favourite coffee shop, and why?”
Verify education and employment directly: Especially for overseas qualifications and employers.
You might want to register to attend an upcoming webinar hosted by our friends at WOO and Referoo on this topic called "AI Proofing your Screening"
2) Perplexity Labs example for recruiters
You might not have heard much about Perplexity lately, but it’s still one of the best multi-model AI tools out there - and there are strong rumours that Apple and Meta are looking to acquire it.
Recently they launched Perplexity Labs, which can craft everything from reports and spreadsheets to dashboards and simple web apps - all backed by extensive research and analysis. Often performing 10 minutes or more of self-supervised work, Perplexity Labs use a suite of tools like deep web browsing, code execution, and chart and image creation to turn your ideas and to-do’s into work that’s been done.
One of their example Labs caught my eye - an AI longlist creator based on a job posting. I’m still experimenting with it, but it’s a clear sign of where things are heading.
3) The cost of AI applications and the cost of dealing with them
There’s a lot to think about here. As I’ve said before, I wish I’d thought of AiApply as a business - candidates are paying 60p per automated application. Which leads to the influx of great-looking applications I spoke about last week.
And so begins the recruiter’s biggest challenge - and a whole new sequence:
Recruiter writes a job ad using AI (token cost — say 10p).
Posts the job on a job board (£1) or LinkedIn (££££) - and with the Indeed changes to a minimum budget of £15 that will cost a lot more.
Candidate then applies using AiApply (60p).
Recruiter screens applications using an AI agent — takes 10 minutes at ~5p per minute (so 50p).
Candidate uses ChatGPT to answer screening questions (cost unclear).
Recruiter starts searching, and everything looks great.
There has to be a better way!
4) "AI or not" by Katrina Collier, an old colleague
Veteran recruitment advocate Katrina Collier challenges the industry's rushed AI adoption, highlighting widespread candidate mistreatment through poorly executed automation. From instant rejections to impersonal AI interviews, technology is amplifying recruitment's human disconnect rather than enhancing it. A critical reminder that successful AI integration requires thoughtful implementation alongside human-centric processes.
Her best quote (for me) was: “If your notetaker turns up on a call before you do, it emphasises how punctual it is - and how potentially late you are.”
As someone building a recruiter notetaker, I have to admit, I’d never thought of it that way!
5) How to adopt AI - the DIY way
Finally I had a call earlier in the week with one of our clients Exec teams, I realised part way through that I was trying to sell them something they should be doing themselves so I sent them this great article by Elaine Page (not the musical one) on what to do to start an AI adoption program because “This isn’t just a tool shift. It’s a leadership reckoning.”
8 simple steps:
Educate the top. Relentlessly. Every senior leader must go through an intensive AI bootcamp. No one gets to opt out. We can’t lead what we don’t understand. Then catalogue the problems worth solving.
Find the right use cases. Map AI tools to real problems. Look for ways to increase efficiency, unlock growth, or reduce cost. And most importantly: communicate with optimism. AI isn’t replacing people, it’s teammate technology. Say that. Show that.
Build an AI helpdesk - Recruit internal power users and curious learners to be your “AI coaches.” Not just IT support - change agents.
Choose projects with intention - We need quick wins to build energy and belief.
Interview your tools like strategic hires - The AI landscape is noisy. Don’t just chase features. Choose partners who will evolve with you.
Build the ethics framework early - AI must come with governance.
Reward experimentation.- Celebrate the ones who try. Make failing forward part of your culture DNA.
Scale with purpose - Where is human potential being unlocked?
And all of this at no big consulting cost. Which led me to a final thought (and a YouTube video) saying that consultants are at risk. I agree - AI could eat consulting.
Many thanks,
Raymond