"AI doesn’t remove the human element; if anything, it makes it more important," Richard Burgess-Kelly told us when discussing why public sector teams are approaching automation with such care. His perspective reframed the conversation, shifting it away from fear and toward a more thoughtful, human-centred adoption of new tools.
Throughout the episode, Richard offered a grounded look at where AI genuinely fits into public sector recruitment today. Rather than sweeping transformation, he described a landscape of small, controlled experiments: workload relief for overstretched teams, pilot projects built around clear outcomes, and strict attention to compliance and data protection. The goal isn’t to replace people, but to cut through the administrative bottlenecks that slow hiring and frustrate both candidates and HR teams.
One of the most striking parts of the conversation was the shift happening in entry-level roles. Tasks that once defined junior positions: sorting applications, checking documents, organising interviews are increasingly automated. Instead of reducing opportunities, this change is reshaping the skills organisations value. Adaptability, digital fluency, and curiosity are becoming as important as traditional administrative experience.
Richard also addressed the common misconception that AI can eliminate bias. In reality, he argued, it demands more scrutiny, not less. Public sector organisations are rightly interrogating models, validating outputs, and ensuring transparency so candidates understand how decisions are made.
His advice for teams exploring AI was simple but consistent: start small, measure real impact, and build trust at every step with hiring managers, leadership, and candidates.
For a clearer, more practical understanding of how AI is shaping public sector recruitment and what’s coming next listen to the full conversation with Richard Burgess-Kelly below.