In a recent LinkedIn post, Jason Averbook delves into the impact of Artificial Intelligence on talent acquisition and management, asserting that AI is not the root cause of existing problems but rather a catalyst exposing deep-seated issues within current systems. Averbook argues that the talent system was already in a precarious state, and AI’s capabilities are now making these flaws impossible to overlook.
Averbook highlights a critical perspective on the role of AI, stating:
“The talent system isn’t broken because of AI. It was already broken, and AI is just making it impossible to ignore.”
AI’s Role: Revealing, Not Creating, Systemic Issues
Averbook’s analysis suggests that the widespread adoption of AI in HR and talent management is forcing a confrontation with inefficiencies that have long persisted. He posits that the perceived benefits of AI in productivity are not a competitive advantage in the current climate but a necessity to maintain parity, especially in light of demographic shifts.
The Productivity Paradox in Declining Populations
One of the uncomfortable truths Averbook raises concerns the impact of declining populations on the perceived value of AI-driven productivity gains. According to Averbook, these gains are not a differentiator in the market.
“Declining populations mean AI productivity gains aren’t a competitive advantage — they’re just the price of staying even”
This perspective challenges the common narrative that AI will automatically grant companies a significant edge, suggesting instead that it merely levels the playing field in an era of shrinking workforces.
Re-evaluating Hiring Workflows and Trust
Furthermore, Averbook directs sharp criticism towards modern hiring workflows, contending that many are inadvertently eroding trust rather than building it. He suggests that the increased use of technology, while often branded as an improvement, can feel more like surveillance to candidates.
“Most hiring workflows aren’t building trust right now, they’re building surveillance with better branding”
This observation points to a potential disconnect between the intended efficiency of automated processes and the candidate experience, a crucial element in attracting and retaining top talent.
The Danger of Automating Flawed Processes
A central theme in Averbook’s post is the fundamental flaw in automating processes that are already broken. He warns that scaling damaged systems can amplify the negative consequences rather than solving the underlying problems.
“Automating a broken system doesn’t fix it, it scales the damage”
This cautionary note urges leaders to focus on foundational improvements rather than superficial technological fixes. Averbook anticipates a deeper discussion around solutions such as portable identity and the concept of a ‘talent ecosystem’ designed around individuals, not just platforms.
These insights were shared ahead of a discussion with Jess and Bill Boorman on Now of Work Live, where Averbook indicated a willingness to engage in candid conversations about these potentially uncomfortable truths.
📝 About This Content
This article is based on insights shared by Jason Averbook on LinkedIn.
📅 Originally posted on May 21, 2026 | View original post on LinkedIn →