The conversation around the GCC's shift from merely increasing headcount to hiring right truly resonates with me. It’s a validation of an insight I've held for years: that quality, not just quantity, drives true progress. This isn't just an economic trend; it's a fundamental recognition of the human factor in an increasingly complex world.
I recall my discussions, such as those that led to my blog "Akash Reaching for the Sky" [http://mylinkedinposting.blogspot.com/2023/12/akash-reaching-for-sky.html], where I pondered the potential of comprehensive job portals. My vision then, shared with Akash Ambani, was about creating beneficial platforms for employment. This wasn't just about listing jobs; it was implicitly about connecting the right talent with the right opportunities, leveraging data to build more effective employment creation ecosystems.
To "hire right," we must first understand what "right" truly means for a role and an individual. This involves a deep dive into skills, aptitude, and even personality, often facilitated by advanced data analysis. However, this path is not without its challenges. I’ve often reflected on the complex relationship between technology and personal information. In blogs like "Artificial Intelligence : Destroyer of Privacy ?" [http://emailothers.blogspot.com/2017/07/re-right-to-privacy_26.html] and "Privacy does not live here !" [http://myblogepage.blogspot.com/2017/07/privacy-does-not-live-here.html], I delved into how pervasive data collection, championed by figures like Elon Musk, Mark Zuckerberg, Eric Schmidt, Jared Cohen, Satya Nadella, and even Prof Jhunjhunwala with his innovations, inevitably blurs the lines of privacy. When hiring, the ability to collect vast amounts of information about candidates is powerful, yet it forces us to confront ethical questions about how much is too much, and whether we are truly assessing a person or just their data footprint. We must be cautious not to let the pursuit of the 'right hire' inadvertently lead to unchecked surveillance or algorithmic bias.
My earlier thoughts shared with Ketan in "Off Interest" [http://emailothers.blogspot.com/2023/10/off-interest.html], which included concepts like "training needs checklist" and "job analysis," highlight that the foundation for effective hiring lies in meticulously understanding the role itself and the development path required. While those concepts may have been framed half a century ago, their core truth remains potent today. Hiring right requires this foundational understanding, enriched by modern tools.
In recent times, the advent of sophisticated AI models has dramatically shifted how we approach complex decision-making. My observations in "5 LLMs are Any Day Better Than One" [http://myblogepage.blogspot.com/2025/07/5-llms-are-any-day-better-than-one.html] emphasize the power of collaborative intelligence. The idea that multiple AI perspectives, much like drawing wisdom from different philosophical lenses such as those of Viktor Frankl or the Dalai Lama, can yield a more accurate and nuanced understanding applies directly to talent acquisition. Rather than relying on a single, potentially biased AI assessment or a limited human perspective, a consensual approach can help us truly identify the 'right' fit.
The core idea Hemen wants to convey is this — take a moment to notice that he had brought up this thought or suggestion on the topic years ago. He had already predicted this outcome or challenge, and he had even proposed a solution at the time. Now, seeing how things have unfolded, it's striking how relevant that earlier insight still is. Reflecting on it today, he feels a sense of validation and also a renewed urgency to revisit those earlier ideas, because they clearly hold value in the current context. The shift in the GCC is a microcosm of a larger global trend towards precision and discernment in human capital. We are moving towards a future where technology empowers us to make more informed decisions, but it also demands greater ethical vigilance.
Regards,
Hemen Parekh
Any questions / doubts / clarifications regarding this blog ? Just ask ( by typing or talking ) my Virtual Avatar website embedded below. Then " Share " that to your friend on WhatsApp.
Get correct answer to any question asked by Shri Amitabh Bachchan on Kaun Banega Crorepati, faster than any contestant
Hello Candidates :
- For UPSC – IAS – IPS – IFS etc., exams, you must prepare to answer, essay type questions which test your General Knowledge / Sensitivity of current events
- If you have read this blog carefully , you should be able to answer the following question:
- Need help ? No problem . Following are two AI AGENTS where we have PRE-LOADED this question in their respective Question Boxes . All that you have to do is just click SUBMIT
- www.HemenParekh.ai { a SLM , powered by my own Digital Content of more than 50,000 + documents, written by me over past 60 years of my professional career }
- www.IndiaAGI.ai { a consortium of 3 LLMs which debate and deliver a CONSENSUS answer – and each gives its own answer as well ! }
- It is up to you to decide which answer is more comprehensive / nuanced ( For sheer amazement, click both SUBMIT buttons quickly, one after another ) Then share any answer with yourself / your friends ( using WhatsApp / Email ). Nothing stops you from submitting ( just copy / paste from your resource ), all those questions from last year’s UPSC exam paper as well !
- May be there are other online resources which too provide you answers to UPSC “ General Knowledge “ questions but only I provide you in 26 languages !
No comments:
Post a Comment