Refining HR and recruiter communications

“Do you use AI for your LinkedIn content?”

I’ve been asked this question a lot lately. I’ve also had a few people flat-out accuse me of using AI to write my posts.

So let’s clear that up.

Yes, I use AI — but in a very limited way.

The ideas, opinions, stories, and perspectives you see in my posts are 100% mine. They come from my experiences in talent acquisition, recruiting, and thousands of conversations with professionals over the years.

AI doesn’t generate my thinking.

What it does do is help me with two things: grammar and professionalism.

I didn’t grow up in an academic writing environment. I grew up on the street. If I posted my raw drafts without cleaning them up first, there’s a very real chance many of them would begin with something like:

“Listen smartass…” or “Hey listen jerk…”

And if you’ve ever heard me talk in real life, you’d also know I have a habit of chasing three different subtopics in a single paragraph.

AI helps me tighten the writing, fix the grammar, and keep the message focused.

That’s it.

The thinking is mine.
The experiences are mine.
The opinions are mine.

AI simply helps me present them in a way that’s clear and professional.

And if that bothers someone, feel free to scroll on.

I’m plenty busy and don’t need every LinkedIn troll stopping by the comments.

Now I’m curious…

How many of you are using AI to refine or edit your writing?

When AI tools like ChatGPT first became popular, I’ll admit that coming from old school I was quite curious but still cautious.

As an HR professional, a big part of my day goes into drafting policies, writing emails, preparing presentations, and structuring documents. The first time I used AI for a policy draft, I was impressed. It gave me a clean structure in minutes, something that would normally take much longer to format.

But here’s what I also learned.

The draft was good BUT generic. It lacked our company values, culture, may be a detailed local compliance nuances, and the tone we stand for. That’s when it struck me: AI can give you a framework, but it cannot give you judgment.

Now, I use AI differently. I don’t ask it to “create everything.” I share my framework, my thoughts, my objective and then ask it to refine, rephrase, or strengthen it with research.

The good: saves time on transactional work, helps overcome writer’s block, improves structure and clarity, and frees me to focus on core HR priorities—people, culture & strategy.

For me, AI is not replacing HR fundamentals. It is shifting how we spend our time. Less on basic chores, more on meaningful impact.