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So, AI Can’t Really Think? Good. Let’s Move On.

You may have seen it already. Apple just released a research paper called The Illusion of Thinking, and it’s getting people stirred up again.

Their conclusion? AI doesn’t really “reason” the way humans do.

And that has some people back to saying, “See! This stuff isn’t real intelligence!”

Here is why this is not a news flash: most of us already knew that.

Yes, these models are brilliant pattern-matching, word-predictors and not philosophers, logicians, or sentient beings. But does that mean they aren’t useful? Not even close.

AI doesn’t need to be truly intelligent to make a real difference in your workday. It doesn’t have to “understand” like a human to generate a solid draft, summarize a dense document, or map out a new onboarding journey. It just has to respond predictably and effectively when you ask it the right way.

And that’s the part that often gets missed.

AI may not be reasoning in the traditional sense—but you are. You bring the strategy, the context, the judgment and AI brings the speed and scale.

So what’s the real issue here?

Too many people are still caught up in the philosophical debate and not enough are asking, “How can I use this tool better?” If you’re in HR, that mindset shift is everything.

Because while the world debates whether AI deserves rights (😅), you have policies to update, training plans to roll out, and people to support.

You don’t need AI to think.

You need it to help you do things.

And it already can.

It just needs your direction.

That’s why effective prompting matters so much. A sloppy prompt won’t give you anything useful, just like a vague job description won’t attract the right candidate.

Which is why Paul teaches HR pros how to prompt smarter. It’s not about tricking the model, it’s about shaping the relationship between human clarity and machine capability. If AI is just predicting the next word, then your words are everything.

📌 Why this Matters for HR

1. HR is still drowning in manual tasks
Many HR teams are stretched thin, spending too much time on work that could be automated. Even if AI isn’t “reasoning,” it can instantly summarize exit surveys, create a draft for your DEI strategy, or generate multiple role descriptions based on your framework. All of this gives you time back to focus on the human work AI can’t replicate: coaching, culture, and navigating tough conversations.

2. Leaders are looking to HR to guide AI adoption
Only 14% of companies have aligned their workforce strategies with their AI investments. That means most organizations are buying tools without building readiness—and that’s risky. As HR professionals, we’re in the best position to bridge that gap.

But we have to understand the tools ourselves first. Not just what they do, but how to use them responsibly, accurately, and efficiently.

3. Prompting is the gateway skill to real impact
You don’t need to know how the model works under the hood.
You just need to know how to talk to it in a way that delivers useful results.

That means being clear, structured, and strategic with your prompts, just like you are in interviews or performance reviews. When you learn to guide the model effectively, the output improves dramatically and so does your credibility when teaching others how to do it.

Takeaways:

1. AI doesn’t need to “reason” to be useful. It needs you to guide it well.

2. Prompting is the bridge between human insight and machine output, and better prompt design is key.

3. HR must lead the way in making AI usable, understandable, and trustworthy across the workforce.

AI may not be truly “thinking,” but that doesn’t make it any less valuable to your work. What matters is how you engage with it through clear prompting, strategic application, and a willingness to learn.

The illusion of reasoning shouldn’t slow us down. It should sharpen our focus on how to make AI actually work for people—today.

📄 Prompt of the Week

Use this prompt to get started with an AI pilot project:

ROLE:
You are an experienced HR transformation advisor who specializes in identifying practical, high-impact use cases for AI in HR operations.

REQUEST:
Help me select a strong HR workflow or process to use as the starting point for an AI pilot project. Analyze my current HR workflows and recommend one that is feasible for automation or enhancement using AI tools.

GOAL:
Identify one HR workflow that is repetitive, time-consuming, and measurable, making it a strong candidate for an AI-enabled pilot. Ensure the recommendation aligns with business priorities and offers clear potential for efficiency or insight gains. Deliver actionable reasoning for the recommendation to support stakeholder buy-in.

INSTRUCTIONS:
Review the list of current ###HR_WORKFLOWS provided.

Evaluate each one for AI pilot potential based on volume, consistency, data availability, risk level, and potential business impact.

Recommend the single best candidate for a pilot project, explaining why it is suitable and what success would look like.

Suggest one or two AI tools or approaches that could support the pilot (e.g., summarization, automation, document generation, analysis).

Offer a brief next-step plan to move the pilot forward, including any assumptions or dependencies.

OUTPUT FORMAT:

1. Recommended Pilot Workflow (title + brief description)

2. Reason for Recommendation (bullet points)

3. Suggested AI Use Cases or Tools (1–2 examples)

4. Next Steps (3–4 actions to get started)

5. Risks or Considerations (brief list)

###HR_WORKFLOWS:

[Insert a list of 5–7 HR workflows you are currently using or managing, e.g., recruiting intake, onboarding, performance review prep, internal mobility, exit interviews, training requests, etc.]

Want to learn more about building great prompts? Paul publishes a Prompt a Day newsletter on LinkedIn!

Click Here to subscribe and get a daily idea of how to create powerful and effective prompts across a variety of topics, both personal and professional.

UPDATE: We have over 2,900 subscribers! Join the group today.

🤩  The Fun Side of AI

Using AI doesn’t have to be all work. Here is a fun way to interact with AI.

Find Me a Hobby

ROLE:

Act as a personal hobby discovery coach.

REQUEST:

Help me identify and choose a new hobby that aligns with my interests, lifestyle, and goals, while offering options I may not have considered.

GOAL:

The goal is to find a hobby that brings me joy, helps me relax, and possibly develops new skills or connections, tailored to my preferences.

INSTRUCTIONS:

My current interests, passions, or activities I enjoy are: [reading, outdoor activities, technology, art, fitness, crafts, cooking, music, gaming, writing]

I have this much free time to dedicate to a new hobby: [less than 1 hour/day, 1-2 hours/day, weekends only, flexible schedule]

I prefer these types of activities or social/group settings: [solo, small group, large community, flexible]

I’d like a hobby that’s: [physical, mental, creative, relaxing, mixed]

I’d prefer hobbies with this setting: [Options: indoor, outdoor, both]

My desire is a hobby that is: [budget-friendly, requires a moderate investment, open to any cost]

Provide a mix of familiar and unique hobby suggestions, explaining what makes each one enjoyable or beneficial.

OUTPUT FORMAT:

Provide a list of 5 personalized hobby suggestions with brief descriptions for each.

Include the time commitment, cost estimate (if applicable), and key benefits of each hobby.

Recommend one hobby as a “Top Pick” based on my preferences, with tips on how to get started easily.