[Namsan Stroll] How to Identify True Talent in the AI Era

원본보기 아이콘

The challenge of truly understanding a person is a perennial dilemma that transcends eras.

Even Confucius, the revered ancient Chinese thinker hailed as a "sage," was not immune to this issue. He almost overlooked his outstanding disciple, Tandaemyeolmyeong, simply because of his rough appearance. On the other hand, he trusted Zaiyu based solely on his smooth eloquence, only to regret it later. Today, we live in an era where we must add a new layer to the age-old problem of talent selection.

Artificial intelligence (AI) produces and replicates knowledge in a tailored fashion, making everyone appear to be an “expert.” Confucius warned against pseudo-intellectuals, referring to them as "Hyangwon" and "Munnin." Hyangwon seem virtuous but are, in fact, hollow, like empty shells. Munnin are those whose reputations are embellished, much like a famous party with nothing to eat. In the AI era, talents rapidly nurtured with superficial skills can be considered the modern-day Hyangwon-experts polished with quick learning and smooth language. They use specialized terms and seemingly plausible logic, but ultimately lack substance. Just as bad money drives out good, a bizarre phenomenon has emerged where a curator trained in three months receives more attention than an expert with 30 years of experience.

So how can we distinguish genuine talent from the fake? John Windsor of the Harvard Digital Research Institute offers robust criteria. First, he mentions scars-traces of failure and wounds. Talent is differentiated not by the sheer volume of information but by its density. True experts possess not just extensive knowledge but also the accumulated marks of failure and the passage of time.

The second criterion is detail. Anyone can speak in general terms, but being able to explain what specific choices were made and why is a different matter. There is a Western saying: “Knowledge is knowing that a tomato is a fruit; wisdom is not putting it in a fruit salad.” In other words, the key lies in practical application-how you use knowledge in real life and at work. The CEO of a certain company once asked an interviewee, “How would you explain the way from the subway station to our office to an unfamiliar customer?” Though the question seemed trivial, it revealed attention to detail and communication skills. This approach is much more concrete than simply claiming to be “kind to customers.”

The third factor is reinterpretation. For instance, being able to reconstruct knowledge in your own words and speak with your own voice, rather than merely quoting others, is far more important. In the AI era, distinguishing between genuine and superficial knowledge comes from experience and internalization. Whether in work or hobbies, those who have had immersive, personal experiences can always rekindle their passion in those areas.

The fourth is the accumulation of time. What matters more than an impressive profile is a life story supported by real experiences. There is a well-known story about a foreign car company that chose to hire a candidate who had run a personal blog about cars for years over others with prestigious academic backgrounds and eloquence. While enthusiasm and model answers prepared for interviews can be replicated, the depth that comes from accumulated experience over time cannot be imitated.

The fifth is attitude. While it is hard to predict when the rainy season will come, one can always prepare an umbrella. This is the attitude needed in an era of volatility and uncertainty. Seasoned professionals do not boast about foreseeing trends or crises but rather discuss how to navigate uncertain situations.

Confucius’s prescription has become even clearer in the AI era: “Observe how a person acts (surface behavior), examine the purpose behind their actions (motivation), and understand what gives them comfort (values).” As we are surrounded by abundant information and eloquent language, it is ever more important to discern talent by looking at actions, intentions, and values. More significant than a string of successes are the traces of failure, the growing pains at every step, the mastery accumulated over time, and one’s sense of direction. These are the most powerful competitive factors-this is the paradox of talent assessment in the age of AI.

Kim Seonghoe, CEO of the Leadership Research Institute

© The Asia Business Daily(www.asiae.co.kr). All rights reserved.