A human advantage that AI cannot compete with

This is not an easy task, especially in environments full of mignon where the delicate and tense dynamics often threaten creativity and human connection. Yet humility is what enables leaders to build trust, openness and collaboration in all interactions – whether with employees, candidates, freelancers or service providers.

We often hear phrases like “live your values,” but the real challenge is to demonstrate them every day. This applies to every interaction, from engaging candidates (successful or not) to managing third-party vendors.

Humility is not something you talk about; it’s something you demonstrate through authentic, caring human connections. And before we even consider the effects of AI increasing the risks of anti-humility, it is critical to entrench these values ​​now to protect the human element in leadership.

• Listening with emotional intelligence

  Everyone who interacts with your organization – whether a potential new employee, a current employee or an external partner – has their own story, challenges and ambitions. Humility in creating an employer brand means recognizing that every individual’s perspective is valuable, and that leaders and talent teams must act with empathy.

  Emotional intelligence helps leaders tune into these personal experiences and recognize that people desire recognition, respect and understanding. When leaders with emotional intelligence listen, they foster a culture that values ​​people as individuals, not just as resources.

• Actively looking for feedback

  Humility requires organizations to ask, “How can we improve?” and be genuinely interested in the answers. Whether it’s gathering feedback from employees, lost candidates, or even industry peers, this openness signals a commitment to continued growth.

  There is often more to be gained by understanding what doesn’t work than by celebrating successes. Leaders who are open to feedback not only build stronger teams, but also inspire loyalty among employees who feel like their voice matters.

• Creating space for innovation (beyond ego)

  The “my way or the highway” mentality often stems from insecurity or fear of failure. Leaders who embrace humility are secure enough to let go of control and recognize that wisdom and creativity can come from all levels of the organization.

  This means respecting and acting on the insights of junior team members, candidates or freelancers as much as you do those of senior leadership. When ego is put aside, organizations unlock creativity and innovation that might otherwise be stifled by rigid hierarchies.

  Leaders may feel threatened by new ideas, fearing loss of control or relevance. But it’s not about competing to see who is the best; it’s about creating space where ideas can thrive.

  Suppressing creativity or innovation out of fear limits an organization’s potential. The next best business idea might be in front of you, but it’s blocked by uncertainty.

• Embracing vulnerability

  True humility in employer promotion means admitting that you don’t have all the answers and that there is always room for improvement. This vulnerability promotes trust – not only within internal teams, but also with external stakeholders.

  When organizations can say, “We’re learning” or “We’re working on this,” it signals a deep commitment to authenticity. By doing this, they attract talent who want to be part of a culture that values ​​growth, collaboration and openness.

• Live your values ​​in every human interaction

  If a company claims to value humility, those values ​​should be reflected in every daily interaction – whether with employees, candidates (successful or not), freelancers or gig workers. It’s not just about having a positive image online; it’s about living those values ​​in real-time actions.

  As I discussed in my interview, You’re probably ignoring this growing talent poolNeglecting freelancers and gig workers can damage your employer brand. Humility must be applied consistently to all talent to truly create an inclusive, respected workplace.

• Insights confirm that human skills determine labor demand

  Recent findings confirm that the demand for human skills, such as leadership, communication and empathy, is up to 2.9 times greater than for digital skills, especially in Europe. According to research by SkyHive from CornerstoneEven as AI reshapes industries, the need for these human-centric skills remains paramount.

  Sean Hinton, Founder and Managing Director of SkyHive, emphasizes:

  Even in an age dominated by AI, the need for technical expertise must go hand in hand with the value of authentic human connections in the workplace.

  These findings highlight the growing importance of problem solving, mentorship and emotional intelligence in addition to technical skills.

But beyond these insights, one critical question remains: shouldn’t humility be a new pillar of your EVP? In a world where technical skills are rapidly evolving, it may be humility, the ability to listen, and a commitment to respect and care that will truly differentiate your organization in attracting and retaining the best talent.