As AI takes over tasks, the future belongs to those who master the one thing machines can’t replicate: being brilliantly, powerfully human

Beyond Automation: The Human Edge That Machines Can’t Replace

Everywhere you turn, the buzz is about what AI can now replace. 

Generating reports? Done.
Data analysis? Automated.
Product recommendations? Personalised by algorithms.
Basic writing? Handled. 

The list keeps growing. But the real conversation should be about the skills AI can’t replicate — the ones that make people uniquely, brilliantly human. 

AI is powerful, yes. But it isn’t curious. It doesn’t build trust. It doesn’t step into complexity and bring clarity, courage, or calm. And that’s exactly why the future belongs to organisations that invest in human potential. 

According to LinkedIn’s 2024 Workplace Learning Report, the most in-demand global skills today aren’t technical. They’re human — communication, leadership, and emotional intelligence. In a world where technology can do more, thriving organisations will be those that build what technology can’t do. 

A 2025 Future of Work survey by Gartner found that 83% of companies now prioritise "human-centric" skills over technical expertise when hiring and promoting. It’s a clear signal: while AI can generate endless outputs, it still can’t do what humans do best:

Navigate ambiguity in high-stakes environments

Inspire collective action around a cause or a vision

And the value of these capabilities is only increasing. According to a 2024 Microsoft and LinkedIn report, 75% of professionals using AI say it gives them more time to focus on work that truly matters — the kind that demands creativity, sound judgement, and real human connection. 

But this benefit comes with a responsibility. As technology gives us time back, we must be intentional in how we use it. Without conscious effort, that freed-up time will inevitably be swallowed by noise — endless meetings, reactive tasks, or digital distractions. It's not just about having more time; it’s about using it purposefully to strengthen the human qualities that AI can’t replicate. 

In this new landscape, AI isn’t replacing jobs — it’s reshaping them. And it's placing a premium on distinctly human capabilities. To stay competitive, organisations need to double down on the following:

Conflict Resolution: AI can suggest strategies, but only humans can sense tension and defuse it in the moment.

Social Influence: AI can spread a message; humans can spark movements.

Creative Problem-Solving: AI can offer options; humans deliver breakthroughs.

Decision-Making Under Pressure: In high-stakes uncertainty, human intuition still leads.

These are no longer “soft skills.” They are essential business skills — the foundation of resilience, leadership, and long-term success in an AI-powered world. 

To thrive in an AI-enhanced workplace, organisations must take intentional steps to grow their "human advantage":

Prioritise skills-first hiring and promotions: Look beyond degrees and technical certifications to emotional intelligence, leadership, adaptability, and creativity.

Invest in ongoing human skills development: Embed training in conflict resolution, storytelling, critical thinking, and decision-making under pressure into professional development programmes.

Redesign roles to focus on human strengths: Automate what can be automated — and reorient human roles around relationship-building, strategy, innovation, and leadership.

Create cultures that reward curiosity, adaptability, and resilience: Make it safe for employees to experiment, learn, and evolve alongside technology. 

The World Economic Forum’s 2025 report is clear: human-centric skills — like creative thinking, emotional intelligence, and leadership — will surge in value by 30% over the next five years, marking a fundamental shift in what drives success in the age of AI. 

While AI will handle the repetitive tasks, the data analysis, and the operational processes, it’s humans who will continue to own the trust, the creativity, and the leadership — the spark that turns possibility into progress. Organisations that recognise this shift and invest in nurturing and elevating these irreplaceable human strengths won’t just adapt; they’ll become more innovative, more resilient, more trusted, and ultimately, more successful.

The Human Edge That Machines Can’t Replace

Erin Kirk explains why resumes still matter, how they work with AI tools, and offers tips to boost your resume in today’s job market

The Resume Is Not Dead: Why It Still Holds Value in the Age of AI-Driven Hiring

By: Erin Kirk, Partner - Sales & Marketing

There’s been a bit of buzz circulating on LinkedIn questioning the value of the resume. As a recruiter navigating the fast-paced world of AI-driven hiring, dynamic data collection, and ever-evolving technology, I often find myself in the middle of this debate: Is the resume still relevant? 

With AI algorithms, personality assessments, and vast pools of real-time data at our fingertips, the resume can seem like a relic of the past. While I fully embrace these innovations, the resume is far from obsolete. In fact, it remains a vital cornerstone of the hiring process.

The resume, for all its simplicity, is a format that has stood the test of time because it serves an undeniable purpose. It offers a quick, standardised snapshot of a candidate’s qualifications, experience, and skills. As a recruiter, I appreciate how easily I can glance at a resume and get a sense of a candidate’s professional trajectory. Whether they’re a seasoned veteran or a recent graduate, the resume presents the essential details clearly and concisely. 

Let’s not forget the value of structure. Resumes are predictable and familiar. They’ve evolved, of course—now incorporating different formats like functional, chronological, and hybrid—but their basic framework remains recognisable. This consistency allows for quick comparisons across candidates, saving time and reducing cognitive load during the early stages of hiring. 

When I’m reviewing a stack of applications for a role, the resume is the first place I look. It tells me what I need to know in the shortest amount of time: Has the candidate been in a similar role? Do they have the required technical skills? How have they grown in their career? In an age where time is more precious than ever, the resume provides the quickest route to understanding these fundamentals.

AI is undeniably transforming recruitment. Tools like automated resume parsers, chatbots, and algorithmic matching systems can quickly process thousands of applications, filtering candidates by keywords, skills, and job titles. These technologies help streamline resume screening and identify promising candidates based on structured data. However, AI falls short in capturing the nuances of personality and potential—those human elements that go beyond what's immediately visible in data. For example:

AI struggles to interpret the subtleties of human experience, such as passion, resilience, or creativity, which may not be fully expressed in structured resume data.

AI may not understand career gaps (e.g., personal development, travel, caregiving), non-traditional career paths, or unique experiences that indicate potential beyond keywords.

Many AI resume parsers prioritise specific terms or structured formats, potentially overlooking strong candidates who describe their skills differently.

If trained on biased data (e.g., past hiring patterns favouring certain demographics), AI may perpetuate systemic discrimination rather than eliminate it.

Personality and culture fit are complex and context-dependent. AI cannot measure a candidate’s adaptability, interpersonal skills, or alignment with company values as effectively as human recruiters.

AI Overlays—It Doesn’t Replace the Resumes

This is where the relationship between AI and the resume becomes more complementary than competitive. AI doesn’t replace the resume—it overlays it. It sits on top of traditional hiring methods, adding layers of insight, speed, and scale that help us process information more efficiently. But it still relies on the foundational structure the resume provides.

Think of AI as a high-powered lens—it zooms in on key phrases, patterns, and data points to enhance what’s already there. But without the resume, there’s no base to analyse. AI can’t generate meaningful insights from nothing; it needs structured input. The resume gives that input shape, form, and direction.

Moreover, as much as we lean into data-driven assessments, there’s something irreplaceable about the human element of reviewing a resume. As a recruiter, we look beyond the keywords and make an informed decision based on things like formatting, attention to detail, and how the resume’s narrative aligns with the role. These are subtleties that AI—despite its growing sophistication—can’t fully replicate. High performers are often distinguished by more than just their technical competencies or educational background. They bring intangible qualities like problem-solving, leadership, creativity, and emotional intelligence that go beyond what's listed on a resume. While AI might flag potential matches, only a recruiter can probe deeper into the interpersonal dynamics, problem-solving approaches, and resilience factors that distinguish a high performer.

The Resume as a Foundation, Not the Entire Picture

While AI and dynamic data collection are powerful tools, they aren’t perfect. And they certainly don’t negate the value of the resume; rather, they should complement it. Think of the resume as the foundation of a candidate’s profile, with AI tools, portfolios, and online platforms serving as additional layers of insight.

AI-driven platforms are helpful in broadening the understanding of a candidate’s career, showcasing their engagement, and even offering glimpses into their professional networks. But those platforms often lack the focused structure of a resume. A resume, by design, forces candidates to distil their experience into a concise, intentional document. In a sea of information, this clarity still matters.

Moreover, resumes allow for flexibility. Candidates can adjust their resumes to highlight specific skills or experiences that are most relevant to a particular job. This customisation—whether it’s adding a project portfolio or emphasising specific technical abilities—gives both candidates and recruiters a level of control that dynamic platforms often can’t match.

The Resume’s Role in Humanising the Hiring Process

The resume also plays a crucial role in humanising the hiring process. It’s the first point of contact between a candidate and a recruiter, and it’s often the document that sparks meaningful conversations. It’s not just a list of qualifications; it’s a candidate’s story. I’ve had countless conversations with candidates where we’ve dug deep into the journey outlined in their resume—the challenges they’ve overcome, the lessons they’ve learned, and the personal motivations behind their career decisions. Those stories matter. 

In a world where much of the hiring process is becoming more automated, the resume offers a tangible way to start a human connection. It’s something to talk about. It’s a starting point for building rapport and understanding a candidate’s values, drive, and aspirations. AI might help streamline the process, but it can’t replace the conversations that a good resume can spark. 

Not by a long shot. While AI-driven tools and dynamic data collection platforms certainly have their place in modern recruitment, the resume remains a crucial part of the hiring process. It provides a quick, standardised overview of a candidate’s qualifications, while also offering a degree of personalisation and control that AI cannot replicate. It’s the starting point for human connection, the foundation for deeper exploration. 

The future of recruitment isn’t about abandoning the resume in favour of AI; it’s about using both to their fullest potential. The resume will continue to serve as a reliable anchor in a sea of dynamic data, allowing recruiters like me to make faster, more informed decisions while still keeping the human element front and centre. 

The resume may be evolving, but it’s far from dead.

Some helpful hints from us at Convergence when creating your CV:

Include complete contact info: Add your phone number, city, secure email, and LinkedIn profile at the top makes it easier for recruiters/employers to reach you.

Start strong with a summary: Write a short, tailored summary that showcases your top skills and experience. Focus on what you bring to the table.

Highlight achievements, not duties: List your work experience in reverse order, focusing on results. Use action verbs and quantify your accomplishments where possible eg - “increased sales by $80,000”, “reduced turnover by 25%” or “improved on-time delivery by 30%”.

Add key skills: Include both hard and soft skills that match the job. Back them up with examples where you can.

Include extras that add value: Relevant projects, languages, and certifications can help you stand out—just make sure they’re job-relevant.

Keep education relevant: List your most recent qualifications first. Include degrees, institutions, and dates. Add coursework or projects if you’re early in your career.

Skip references: Simply state "References available on request"—save the space for more impactful content.

Tailor every time: Match your resume to each job description. Use relevant keywords to get past applicant tracking systems (ATS).

Proofread like a pro: Typos can cost you the job. Always double-check spelling, grammar, and formatting. Ask someone else to review it too.

Keep it concise: One page for early careers, 2-3 pages max for experienced professionals. Cut anything that doesn’t support your application.

Update regularly: Refresh your resume every 6–12 months with new skills, achievements, or roles—even if you’re not actively job hunting.

Address employment gaps: Be honest. Use formats and examples (like volunteering or courses) to show ongoing growth during any time away from work.

Avoid common mistakes: No generic resumes, fluff, or misleading info. Avoid irrelevant jobs, outdated education, or hobbies—unless directly related to the role.

Don’t include personal details such as your date of birth, marital status or photo (unless you are applying for a job where these are relevant).

Keep it simple: Avoid fancy formatting or writing text in boxes.

Why It Still Holds Value in the Age of AI-Driven Hiring

If you're a leader looking for tangible strategies to improve your team’s productivity, this is the webinar for you

Webinar Event: Unlocking NZ's Productivity Potential - Practical Steps For Leaders

Despite working nearly 20% more hours, New Zealand's output per hour is 25% lower than the OECD average. Productivity growth has stalled at just 0.2% per year, leaving us 24% behind Australia and 33% behind the US.

So, how do we tackle this productivity challenge?

We’d be delighted for you to join us for an insightful webinar with Ian Walsh from Argon & Co, where we’ll be deep diving into the heart of New Zealand’s productivity puzzle - and what we can do about it.

We'll be exploring:
💡 The key factors behind New Zealand’s productivity challenge.
💡 Lessons from high-productivity countries.
💡 The critical role of leadership.
💡 The impact of technology and AI.
💡 Future opportunities for progress.

If you're a leader looking for tangible strategies to improve your team’s productivity, this is the webinar for you!

Wednesday 21st May 2025, 10:00am-11:00am (NZT).

Secure your spot here 👇
https://us06web.zoom.us/webinar/register/WN_4b9bzkoyRZOABjOfP-foHw#/registration

Can't make it? Register for the event to receive a recording of the webinar to watch at your convenience.

"Unlocking NZ's Productivity Potential: Practical Steps For Leaders"

If you're a leader seeking practical insights to drive productivity, this webinar is for you!

Another fantastic day on the green - full of fun, friendly competition, and fantastic company

The 2025 Convergence Bowls&Bites Event

Another great day on the green for our annual Convergence Bowls&Bites event yesterday!

Laughter, friendly competition, and great company made for the perfect afternoon get-together. But beyond the game, it was a chance to acknowledge and celebrate some of our incredible clients for their ongoing partnership and support.

Thank you to the Remuera Bowling Club for being terrific hosts once again, and to their dedicated volunteers who kept the games rolling smoothly. Our thanks also to Catherine at The Platter Collective for serving up some amazing food for us!

And of course, big congratulations to our 2025 Bowls&Bites champions 🏆 Pie Funds - Tilly Liebenberg, Anne Kleyn, Tanja Ritson and Mandy Zhang.

Maximise your profile's full potential with these two simple strategies from Erin Kirk

Is your LinkedIn profile helping or hindering you?

I've noticed a growing trend of stripped-back, minimalist LinkedIn profiles, and while I understand the appeal (think: SEO visibility and highlighting core skills), in today's ultra-competitive job market, standing out from the crowd is more important than ever.

Personally, when I’m reviewing profiles, I’m looking for more than just a list of responsibilities - I want to see clear achievements that demonstrate impact. You don’t need to write a novel - but showing top-line results makes a real difference.

A well-crafted LinkedIn profile and CV are essential tools to showcase your unique value proposition. If you can convey what you've achieved - not just what you've done - you'll make a stronger, more memorable impression.

Here are two simple ways to elevate your profile and get noticed:

Focus on Achievements, Not Just Responsibilities

Employers care about the impact you’ve made.

Instead of saying, "Managed a sales team," say: "Led a team of 10, driving a 25% revenue increase in 12 months."

Listing skills like "leadership" or "strategic planning" isn’t enough without context.

Show how you applied them: "Used strategic planning to enter new markets, growing our client base by 15% year over year."

By implementing these two simple strategies, you'll instantly improve your visibility and appeal - and make it easier for the right opportunities to find you.

Is your LinkedIn profile helping or hindering you? 

Maximise your profile's full potential with these two simple strategies...

An insightful deep dive into NZ’s economic landscape, tackling recent challenges, emerging trends, and what’s ahead on the road to recovery

Will 2025 bring a brighter economic outlook? Watch our webinar with Jarrod Kerr, Chief Economist at Kiwibank

Wow - what an incredible turnout for our economic update webinar yesterday!

Kiwibank’s Chief Economist, Jarrod Kerr, delivered an insightful deep dive into New Zealand’s economic landscape, tackling recent challenges, emerging trends, and what’s ahead on the road to recovery.

The session focused on New Zealand’s recent economic challenges, key trends, and prospects for recovery, with Jarrod sharing valuable insights on:

Factors contributing to economic difficulties, including inflation, interest rates, and global uncertainties.

Reserve Bank decisions and their impact on businesses and households.

Price pressures, wage growth, and consumer spending.

Property prices, mortgage rates, and investment opportunities.

Predictions for GDP growth, employment trends, and when conditions may improve.

An overview of AI interest and trends in New Zealand compared to global developments, with case studies of local success.

Practical advice for organisations starting their AI journey, overcoming barriers, and ensuring readiness.

Watch the webinar recording below [1:15:05] to hear Jarrod's valuable perspectives 👇

Expert Analysis from Jarrod Kerr, Chief Economist at Kiwibank

Our specialist Convergence FMCG recruitment team share observations they're seeing right now within NZ's FMCG talent landscape

What's happening in recruitment within the New Zealand FMCG sector? Insights & Talent Trends for 2025

We're in a unique position to have a bird’s eye view of what’s happening out there on the current FMCG talent acquisition and retention landscape. Here's what we're seeing:

Erin Kirk, Partner - Sales & Marketing
Michelle Elsley, Partner - Supply Chain & Operations
Claire Ellis, Partner - Finance & Accounting
Claire Gibson, Partner - Technology, Transformation & Change

It is currently a challenging time for recruitment and difficult to forecast while interest rates and inflation remain at the current level; but within the industry there are still high performers experiencing growth. Some of our clients are feeling confident, some have seen an upturn in business, yet others are understandably guarded.

With unemployment on the rise, there is currently a surge of candidates seeking new opportunities; yet job ads are now at their lowest level since April 2016.

With the number of applications per ad dramatically increasing, we're seeing candidates applying for roles that don't necessarily align with the required skillset. Fewer candidates have the appropriate experience or qualifications, thus driving the need for a broader market search and proactive approaching to find the highly skilled FMCG candidates our clients need.

On the flipside, while there are a lot of job seekers on the market, many candidates are showing caution when offered a position, taking their time to ensure the offer is aligned with their needs. Job security and company stability are paramount right now and, in some instances, candidates are opting to stay in their current role rather than moving to a riskier, albeit high paying, alternative.

We are also seeing more sideways movements, with highly skilled/tenured FMCG talent moving for a change of pace or a different environment/location, rather than compensation.

Salary expectations are proving to be misaligned with the current market rates, with some candidates demanding higher salaries due to inflation and the cost of living; however, paying more is often unrealistic and unsustainable for struggling businesses who are facing increasing costs or changes in employment laws.

With many companies finding the market and economy challenging, we've noted a preference for some employers to only want to look at candidates with strong existing skillsets, and are not open to looking at suitable candidates that might need some skill development.

While the contracting market is stagnant at the moment, there are pockets of demand for consulting and project-based roles, particularly where people can consult with businesses, identify where profits have diminished, and optimise ways for businesses to return to profitability.

What's happening in recruitment within the New Zealand FMCG sector?

Upskilling in digital technologies, sustainability, and data analytics is crucial for businesses to boost productivity and stay competitive

The Future of Supply Chain in New Zealand: Why Upskilling is Essential

By: Michelle Elsley, Partner - Supply Chain & Operations

In New Zealand's supply chain sector, there's a growing need for forward-thinking skills to tackle emerging challenges. Despite this, many businesses and professionals lack the tools and knowledge necessary to stay competitive, especially as supply chains become more tech-driven. Upskilling is essential to bridging this gap and preparing for the future.

New Zealand companies are under pressure to increase productivity due to rising costs, changing customer expectations, and global disruptions. However, there's a clear skills gap in advanced planning, technology, and adaptability, which could affect our global competitiveness.

Digital Transformation: Technologies like AI, Machine Learning, and IoT are transforming supply chain operations. Professionals need skills in advanced planning systems and data analytics.

Sustainability: Companies are increasingly focused on eco-friendly supply chains, requiring knowledge in sustainable sourcing and reducing environmental impact.

Globalisation and Resilience: The pandemic revealed gaps in global supply chains, emphasising the need for resilience and risk management.

Data-Driven Decision Making: Data analysis is becoming a core skill, with tools like various ERPs, Tableau, and Power BI being essential for modern supply chain professionals.

As a specialist in supply chain recruitment, I often see clients looking for skills that are difficult to find locally in the New Zealand market. To bridge this gap, companies need to invest in developing their existing workforce or hire individuals who can be trained. This approach is crucial for closing the skills gap, and many candidates are eager to learn and grow.

New Zealand’s supply chain sector has the opportunity to lead in productivity and innovation. To make this happen, businesses need to focus on upskilling their workforce through initiatives like membership bodies, certifications, tertiary education, and mentoring. This investment will not only shape the industry's future but also create a more resilient and competitive workforce.

In my experience, companies should take the time to train their employees to develop the capabilities needed to meet emerging demands.

If you’d like to discuss supply chain trends, what other companies are focusing on, or where the biggest needs for upskilling are in the market, feel free to reach out. I’m happy to share insights and help you stay ahead in this evolving field.

Get in touch with me: michelle@convergencepartners.co.nz

The Future of Supply Chain in New Zealand:

Since 2018, we’ve been proud to support The Salvation Army in their 'Adopt a Family for Christmas Programme'

Adopt A Family Initiative - Christmas 2024

Convergence is delighted to once again partner with The Salvation Army for their annual Adopt a Family for Christmas Programme.

Since 2018, we’ve been proud to support this incredible initiative, assisting families with gifts, vouchers, food, and essential supplies, who otherwise wouldn't have the resources to celebrate the holiday season.

A big thank you to our team and our generous business for giving so generously. And a special shoutout to The Salvation Army for their tireless efforts in offering vital aid to those facing difficult times.

We wish our wonderful adopted families a safe, healthy and enjoyable Christmas ❤

For more information on this initiative or if you are interesting in participating, click here

Insights into how NZ businesses within the Retail, Manufacturing, Logistics, and FMCG sectors can successfully navigate AI adoption

Are You AI Future Ready? Watch our webinar with Gavin Sharkey, Managing Director of Kōwhai AI

Last Thursday morning, we had the pleasure of hosting a fascinating webinar featuring Gavin Sharkey, Managing Director of Kōwhai AI, who delved into the evolving landscape of AI adoption in New Zealand.

Specifically tailored for senior leaders and decision-makers in the Retail, Manufacturing, Logistics, and FMCG sectors, the event attracted an engaged and interactive audience and explored a broad spectrum of topics, including:

AI in operations vs customer-racing roles.

Considerations for integrating AI with complex systems like SAP and improving master data reliability.

How AI is transforming supply chain efficiency, demand forecasting, and stock automation.

AI-driven innovations reshaping the retail and FMCG sectors.

Predictions for AI’s future and its effects on the workforce, along with common pitfalls and mitigation strategies.

Watch the webinar recording below [56:07] to hear Gavin's insights 👇

Insights from Gavin Sharkey, Managing Director of Kōwhai AI

What an incredible morning hosting an engaging executive leadership breakfast discussion, with a panel of accomplished C-suite leaders

'Navigating your Executive Leadership Journey' with Anna Scott, Jeff McDowall, Jo Hilson and Tim Poonan

What an incredible morning hosting our Executive Edge panel discussion!

With a room full of aspiring and emerging executive leaders, along with a live streaming audience, this event offered a fantastic opportunity to delve into the realities of C-suite roles.

Our guest speakers, Anna Scott (CEO, Smart), Jeff McDowall (Non-Executive Director, Syft Technologies and former CFO, Air New Zealand), Jo Hilson (CTO, Tourism Holdings Limited), and Tim Poonan (CFO, Airways New Zealand) shared invaluable insights from their own journeys in executive leadership, discussing:

Key turning points, promotions, and bold career moves that paved their paths to the executive level.

The distinctions in responsibilities and expectations between executive and non-executive roles.

Major challenges encountered when transitioning from senior leadership to executive positions.

Essential skills and traits for success at the executive level.

Key differences in decision-making processes at the executive tier.

Strategies for managing pressure and building resilience.

Insights into emerging leadership trends and how aspiring leaders can prepare.

Thank you to everyone who attended and joined us online. We’re proud to provide these events and contribute to shaping the future of tomorrow’s leaders.

Navigating your Executive Leadership Journey:

Insights from Anna Scott, Jeff McDowall, Jo Hilson and Tim Poonan

This will be a fantastic opportunity for aspiring executive leaders to gain invaluable insights from a panel of accomplished C-suite leaders

Free Live Feed Event: 'The Executive Edge - Charting your path to Executive Leadership'

Convergence is delighted to invite you to the live feed of our upcoming leadership event: The Executive Edge - Charting your path to Executive Leadership.

This will be a fantastic opportunity for aspiring executive leaders to gain invaluable insights from a panel of accomplished C-suite leaders across various industries, and hear about their experiences of successfully navigating this executive leadership journey.

Here from our expert panel:
Anna Scott - CEO of Smart
Jeff McDowall - Non-Executive Director at Syft Technologies and former CFO of Air New Zealand
Jo Hilson - CTO of Tourism Holdings Limited
Tim Poonan - CFO of Airways New Zealand

Learn about their career pathways, lessons learned, how exec roles differ, and how to effectively prepare and position yourself for executive leadership.

The discussion will be led by Alexander Hyndman.

This event promises to provide aspiring senior leaders with actionable advice and practical strategies to help inform and inspire your own career path towards executive leadership.

Duration: 1-hour panel discussion followed by a 15-minute Q&A session.

"The Executive Edge - Charting your path to Executive Leadership"

Expert insights to help you safely and productively harness the power of AI for maximum impact and innovation in your organisation

[Watch] Putting AI To Work - Insights from Steve Naudé

Last Thursday morning, we had an exceptional turnout for our webinar featuring Steve Naudé, Chief AI Officer at SmartSpace.ai and AI Transformation Lead at Fonterra, hosted by our own Dave Rees.

This engaging session provided invaluable insights drawn from Steve's extensive experience in AI, technology, and innovation. Attendees explored how to safely and effectively harness the power of Generative AI for maximum impact within their organizations.

Data is the Foundation for Effective AI: Fine-tuning generative AI models involves unique complexities. It’s crucial to understand and prepare your data before embarking on this journey.

Quality Source Data Validation: Ensuring the integrity of your source data is essential for successful AI implementation.

Crafting Effective Prompts: Focus on creating clear, specific, and context-rich prompts to fully leverage the capabilities of generative AI models across various applications.

Addressing AI Risks: Implementing AI systems involves navigating technical, ethical, and social risks that must be recognized and addressed.

Understanding International AI Governance: Familiarise yourself with the regulations in each jurisdiction where your business operates and plans to deploy AI solutions.

Content Consumption Awareness: Be mindful of who is consuming your content and ensure it is age-appropriate.

If you missed the live session or want to revisit Steve’s insights, you can view the full webinar recording (1:02:20) on our Convergence YouTube Channel below.

Thank you to everyone who joined us for this insightful discussion, and a special thanks to Steve for collaborating with us on this important conversation!

We are delighted to be sponsoring and presenting the coveted HR Professional of the Year Award