ASG News & Blogs

Re: Search | Spring 2024

Artificial Intelligence: Helpful Tool?…Absolutely! Will it Threaten Creativity?

Author: Joe Giacomin | (248) 453-0092 |

The introduction to my career in executive search was accompanied by a Rolodex, the Yellow Page directory, and a telephone. If I needed information on a particular industry, a specific company, or executives within…well, I would pay a visit to our company’s in-house library containing everything from Thomas Registers to a complete set of Encyclopedia Britannica.

Obviously, quite a bit has changed since those days – and I will be first in line to applaud the convenience of email, text messaging, voicemail, (a mixed blessing) a multitude of software systems that we have grown to depend on and of course, the coveted internet, containing comprehensive information on just about anything and anybody.

I’ve always viewed the many technical advancements as helpful tools, enabling me to send a resume in seconds, not days… or extract information about a product/corporation often while I’m having a phone conversation with individuals within these institutions. It’s amazing to us all, but even more so to the many who managed to function without any of these wonderful conveniences.

You’re probably waiting for me to talk about the downside of these “Star Wars” innovations. Sure, it would be helpful to have more live conversations.

Have you ever experienced the frustration of texts and emails flying back and forth during sensitive negotiations, often not in sync?! If so, you’re not alone. But, for the most part, these tech advances have been a home run…outweighing any (fixable) disadvantages.

Enter the era of artificial intelligence. AI technology enables you to complete a task faster and arguably, with more efficiency. Artificial intelligence in a sense, does much of the work for you.

I suppose I could use AI to write this article. Maybe, it would have better punctuation and grammar, but I worry that AI may force future generations not to need to learn many of the basics in any depth, at all.

As a musician, I like to parallel artificial intelligence to what is happening in the recorded music industry. True, there are “some” highly creative, outstanding examples of newer musical offerings and artists. However, and I know I will get some pushback on this, there seem to be fewer selections of truly innovative material.

I believe one reason is the over-reliance on technology. Soundtrack upon track after track…mix after mix coupled with synthesized instrumentation … to the point where the presentation becomes “homogenized” …and melodies take on a monotone effect. Think about the Motown Record Company and the terrific music that emerged from that house–turned–recording studio on West Grand Boulevard in Detroit. Most of those great hits were produced on just two tracks, with real musicians playing all at once.

In an environment, and with equipment considered archaic today, these talented writers, musicians, and technicians produced music that we can sing along with and tap our feet to.

It is music that has stood the test of time, recorded by people who practiced their instruments as small children, for hours and days on end. They worked their way up with other like-minded artists – and it sounds like it.

Today it is not uncommon to record on 24, 36 even 64 tracks… with music sampling, a drum machine (sorry Ringo), and enough electronic wizardry to power the space shuttle. Soon, it won’t be the band with the best musicians, maybe just the best software engineers. Now there is a dreadful thought.

Like every technical breakthrough, there are numerous and welcome advantages, so I’m not here to dump water on “AI” —just shouting a warning not to have AI jeopardize our creativity. Otherwise, we may not be “Dancing in the Street.”



What Salary are you Seeking? When a hiring authority asks that golden question: “What salary are you looking for?” …it becomes one of the most delicate aspects of a job search and the interview process.

So, what is the candidate supposed to say? If she states a figure higher than the preferred “range”, her response might rule her out. In contrast, indicating a salary that is too low will not only directly affect income, but could create the perception of being underqualified. Plain and simple… no matter what figure is stated, the response is generally not going to be in the best interest of a job candidate.

Typically, the hiring authority may well be thinking: “I’m impressed with this person, I wonder what she is currently earning?” “Can we afford her?” That is what the hiring authority really wants to know.

Therefore, my advice to a candidate if asked: “What salary are you seeking?” Simply state your current compensation package followed with: “I’m very impressed with (product, company, industry potential, etc.) and would consider your best offer.”

As a recruiter, if I have referred the person to a company, I provide the HR officials and hiring authority(s) with the candidate’s current compensation information – but I still advise the candidate to proceed with the above-listed responses.

Sometimes, a hiring authority will ask me about the expectations of a candidate – prior to even interviewing him or her. This is equally difficult to answer. A lot depends on the outcome of the interview process…i.e. if the company is impressed enough to make an offer…and guess what?… If the candidate is impressed enough to accept one.

In summary: it’s crucial to focus on “what is” from the start, rather than what “may be”. A seamless, thorough, and highly professional recruitment process usually resolves any remaining uncertainties.


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