Afleveringen
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Bob Pulver speaks with leadership expert Phil Wilson about the evolving landscape of leadership in the age of AI. They discuss the intersection of technology and leadership, the impact of AI on the labor market, and the importance of human creativity in storytelling. Wilson shares insights from his career as a labor lawyer and leadership consultant, emphasizing the need for leaders to adapt to technological changes while maintaining a focus on human skills and creativity. Phil and Bob explore the transformative potential of AI in creative writing, leadership development, and organizational success. They discuss how AI can serve as a thought partner, augmenting human creativity and helping to find connections in vast amounts of data. The importance of authenticity in leadership and the need for organizations to invest in their leaders for better outcomes are emphasized throughout the discussion.
Keywords
leadership, AI, labor market, technology, creativity, job transformation, human skills, automation, storytelling, future of work, AI, creative writing, leadership, authenticity, thought partner, organizational success, technology, innovation, productivity
Takeaways
AI is transforming leadership and productivity.
The labor market is facing a shortage of workers.
Technology can replace mundane tasks, freeing humans for higher-value work.
Leadership must adapt to the changing landscape of work.
Human creativity cannot be replaced by AI.
AI can assist in generating ideas and scenarios for training.
The importance of storytelling in leadership and creativity.
AI's impact on job roles and responsibilities is significant.
Leaders need to understand technology literacy.
The future of work will require a balance between technology and human skills.
AI can generate initial drafts to overcome creative blocks.
Many AI-generated ideas may be subpar, but some can be valuable.
AI can help identify connections between disparate ideas.
Leaders need to invest in their development for better organizational outcomes.
Authentic relationships are crucial for effective leadership.
AI can assist in practicing difficult conversations for leaders.
Using AI can free up time for leaders to connect with their teams.
AI can help summarize and filter relevant research papers.
Organizations benefit from leaders who are approachable and engaged.
AI can enhance the efficiency of content creation and repurposing.
Sound Bites
"AI makes the jobs easier."
"AI can't replace human creativity."
"The creative process is uniquely human."
"AI can help find connections."
"The potential is just unlimited."
"AI as a thought partner."
"Authenticity is key in leadership."
"There's a lot of promise for leaders."
Chapters
00:00 Introduction to Leadership and AI
03:04 The Impact of AI on Leadership
05:59 Navigating the Labor Market Changes
09:00 The Role of Technology in Job Transformation
12:02 Human Creativity vs. AI
15:09 The Creative Process and AI's Role
17:58 Refining Ideas with AI
28:16 Harnessing AI for Creative Writing
30:30 Augmenting Human Thought with AI
32:26 Finding Connections in Data
36:33 The Role of AI in Leadership Development
40:52 AI as a Thought Partner
43:29 Authenticity in Leadership
51:53 Investing in Leadership for Organizational Success
Phil Wilson: https://www.linkedin.com/in/pbwilson
LRI Consulting: http://lrionline.com
Leader Shift Playbook: https://yourleadershift.com
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Substack: https://elevateyouraiq.substack.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver and Kaz Hassan discuss the state of AI adoption within organizations, highlighting the significant gap between AI's hype and the employee experience reality. They explore the challenges of policy paralysis, the need for AI literacy, and the risks associated with shadow AI usage. The conversation also goes into the contrasting experiences of employees in the fast lane versus the slow lane of AI adoption, emphasizing the importance of team effectiveness over individual productivity. They call for better governance and communication strategies to support employees in navigating the evolving landscape of AI. Kaz and Bob emphasize the importance of communication, collaboration, and a mindset shift towards integrating AI into workflows. The concept of the 'superworker' is explored, highlighting how individuals can leverage AI to enhance their productivity. Storytelling in AI communication is stressed as orgs must help employees understand the strategic role of AI.
Keywords
AI adoption, employee experience, organizational policy, productivity, workforce dynamics, AI literacy, shadow AI, governance, communication, collaboration, superworker, mindset, storytelling, collective intelligence, team dynamics, innovation
Takeaways
AI adoption is not matching the hype; many organizations lag behind.
Employees feel disconnected from AI's potential benefits.
Policy paralysis is stalling AI adoption in large organizations.
A significant percentage of employees lack clarity on AI usage.
Shadow AI poses risks to organizations and employee data security.
There's a divide in the workforce between AI adopters and non-adopters.
Team effectiveness is crucial for overall productivity.
Communication about AI's value is essential for adoption.
AI literacy is necessary for employees to leverage technology effectively.
Executives can influence brand reputation through transparency.
Digital natives can mentor traditional executives on new technologies.
Insular work cultures hinder innovation and productivity.
Personal productivity improvements are not enough for transformation.
The superworker concept emphasizes human-AI collaboration.
Mindset shifts are necessary for effective AI integration.
Storytelling is crucial for communicating AI's value.
Collective intelligence can enhance team dynamics and innovation.
Sound Bites
"The reality isn't matching up to the hype."
"There's been a bit of a false start."
"We need clarity and guidance for AI usage."
"There's a schism in the workforce regarding AI usage."
"How do I be the best version of myself?"
"It's about the skill level and the actual competency."
Chapters
00:00 Introduction to AI Adoption and Employee Experience
03:08 The AI Adoption Gap: Reality vs. Hype
06:13 Understanding Employee Perspectives on AI
09:01 Policy Paralysis and Its Impact on AI Adoption
11:46 The Need for AI Literacy and Training
15:14 Shadow AI Usage and Organizational Risks
18:11 The Schism in the Workforce: Fast Lane vs. Slow Lane
21:00 Team Effectiveness vs. Individual Productivity
24:02 Governance and Communication in AI Adoption
29:20 Navigating AI Adoption in Organizations
32:20 The Importance of Communication and Collaboration
35:43 The Role of the Superworker
39:02 Mindset Shifts for AI Integration
43:41 Collective Intelligence and Team Dynamics
47:44 The Need for Storytelling in AI Communication
Kaz Hassan: https://www.linkedin.com/in/kazhassan
Unily: https://unily.com
AI Reality Check report: https://www.unily.com/resources/reports/the-ai-reality-check
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Substack: https://elevateyouraiq.substack.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Zijn er afleveringen die ontbreken?
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Bob Pulver chats with David Hatami, AI Policy and AI Ethics expert, lifelong educator, and founder of EduPolicy.ai, about the intersection of education and artificial intelligence. They discuss the evolution of technology in education, the challenges of integrating AI into learning environments, and the importance of ethical considerations and policy development. They emphasize the need for critical thinking and responsible use of technology among students, as well as the role of educators and parents in navigating these changes. The discussion also touches on the implications of federal and state control in education and the necessity for higher education institutions to adapt. Bob and David explore the risks associated with AI adoption, the importance of AI literacy, and the need for creativity and innovation in educational settings. They emphasize the changing landscape of higher education, the necessity for personalized learning, and the diverse pathways available. The dialogue highlights the ethical considerations surrounding AI and the responsibility of educators to prepare students for a future where AI and advanced technology are ubiquitous.
Keywords
AI, education, technology, higher education, online learning, ethics, policy, critical thinking, digital culture, workforce skills, creativity, innovation, personalized learning, workforce, digital natives
Takeaways
AI is transforming education, similar to yet more widespread and complex than past technological shifts.
Ethical policies are crucial for responsible AI integration.
Students must learn to use technology responsibly.
Digital natives have different expectations and experiences with technology.
The speed of technological change in education is unprecedented.
Faculty engagement is essential for successful AI integration.
AI tools can provide authoritative responses, but critical thinking is necessary.
The future of education will require ongoing adaptation, including AI literacy and policy development.
Creativity and curiosity in students should be nurtured through innovative projects.
Higher education is being questioned for its ROI in today's job market.
Personalized learning is essential for student success.
Diversity in education includes cognitive and experiential diversity.
AI ethics will become a critical compliance issue in the future.
Students should be taught to use AI responsibly and ethically.
There are many pathways to success beyond traditional college degrees.
Sound Bites
"AI is changing the landscape of education."
"The speed of change in education is dizzying."
"AI ethics is the new compliance."
"Let's train this generation right."
"Education should meet students where they are."
"Education is a sacred responsibility."
"Kids are creative and curious."
"There's so much incredible opportunity."
"Life rarely works in a straight path."
Chapters
00:00 Introduction to AI in Education
03:10 The Evolution of Technology in Education
05:49 Navigating AI's Impact on Learning
09:03 Trust and Critical Thinking in the Age of AI
12:05 The Dichotomy of AI Use in Education
14:58 The Role of Parents and the Future of Education
18:12 Federal vs. State Control in Education
21:14 Adapting Higher Education to AI
23:57 The Future of Workforce Skills and Education
31:28 The Risks of AI Adoption
34:24 Education and AI Literacy
39:10 Creativity and Innovation in Education
46:20 The Changing Landscape of Higher Education
49:50 Personalized Learning and Diverse Pathways
David Hatami: https://www.linkedin.com/in/david-h-b288114
EduPolicy.ai
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver engages with Ceci Dones, an educator, lecturer, academic researcher, and the founder of 3 Standard Deviations. She focuses on data literacy, technology adoption, and trust and authenticity in tech-mediated communications. They explore the complexities of trust in AI, the importance of data literacy, and the need for curiosity, creativity, and critical thinking in navigating the AI landscape. Ceci shares her journey from marketing to academia, emphasizing the significance of understanding data quality and governance. The conversation also touches on the role of AI in education, the ethical implications of AI, and the future of human-AI collaboration.
Keywords
AI, data literacy, ethics, education, critical thinking, curiosity, creativity, technology, trust, authenticity
Takeaways
Ceci Dones is a hybrid professional in AI and data literacy.
Understanding data quality is crucial for effective AI implementation.
Curiosity, creativity, and critical thinking are essential skills in the AI era.
Data literacy does not mean everyone must be a data scientist.
AI should be used as a coach, not just a calculator.
Young people have a clear understanding of fairness in technology.
We must not lose our inherent sense of fairness as we mature.
The future of AI is exciting yet uncertain.
We are still in the early stages of understanding AI's impact.
The conversation around AI ethics is becoming increasingly important.
Sound Bites
"What does AI mean for organizations?"
"Garbage in, garbage out."
"Curiosity, creativity, critical thinking."
"You don't have to be a data scientist."
"We are still figuring this out."
"We come pre-programmed with ideas of fairness."
"How do we not lose the humanness?"
"AI should be a coach, not a calculator."
"This is all so exciting and terrifying."
"It's only chapter one."
Chapters
00:00 Introduction to AI and Trust
02:47 The Journey of a Hybrid Professional
06:02 Data Literacy and AI Implementation
09:11 Curiosity, Creativity, and Critical Thinking
11:57 Navigating Data Literacy Without Overwhelm
18:10 The Role of AI in Education
22:04 AI Ethics and Responsibility
36:59 The Future of AI and Human Interaction
Ceci Dones: https://www.linkedin.com/in/ceciliadones
3 Standard Deviations: https://www.3standarddeviations.com/
What Is a CMO to Do With AI?: https://www.linkedin.com/newsletters/7182036727794909184/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
In Part 2 of Bob's conversation with Jeremy Lyons, they shift from AI’s impact on job seekers to how AI is changing the workplace itself. Bob and Jeremy dive into the debate over AI vs. human productivity, how AI-driven hiring can lead to bias and legal risks, and why AI literacy is becoming an essential skill in the workforce. They also explore how AI might create "one-person billion-dollar companies", what AI governance looks like in talent acquisition, and why companies need to think deeply about AI ethics before adopting new tools.
Keywords
AI in the workplace, AI productivity, AI compliance, hiring bias, AI literacy, AI in HR, AI governance, responsible AI, AI ethics, workforce transformation, automation in hiring
Key Takeaways
AI productivity is about more than speed—it’s about effectiveness – AI isn’t just about working faster, but also about better decision-making and finding insights.
AI hiring bias is real – If AI is trained on biased data, it can create legal risks, discrimination issues, and adverse hiring outcomes.
AI literacy is the next essential skill – Future job descriptions will require AI proficiency, just like Microsoft Office skills in the past.
AI-driven businesses are coming – There may soon be billion-dollar companies run by just one person and their AI agents.
AI governance is critical – Companies need to implement AI monitoring & compliance tools (like Warden AI) to ensure fair hiring practices.
Top Quotes
"AI isn’t replacing humans—it’s forcing humans to redefine their roles."
"AI productivity isn’t just about working faster—it’s about working smarter."
"There’s a reason AI governance tools like Warden AI exist—because bias in AI hiring is real."
"AI literacy will be the next ‘must-have’ skill in every job description."
"We’re not far from the era of billion-dollar companies run by one person and their AI."
Chapters
00:00 – Challenges with AI-Powered Hiring: Bias & Compliance Risks
10:09 – AI Productivity vs. Human Productivity: Where’s the Balance?
20:34 – AI Literacy: The New Essential Skill for Employees
30:52 – AI Governance & Legal Risks in Hiring Tech
40:13 – Final Thoughts: AI’s Place in Hiring & Workforce Development
Jeremy Lyons: https://www.linkedin.com/in/lyonsjeremy
RecOps RoundUp: https://recops.substack.com/
RecOps Collective: https://www.recopscollective.com/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob sits down with Jeremy Lyons, Founder of RecOps Collective, to explore how AI is reshaping the job application process. We discuss the growing trend of mass AI-generated job applications, the rise of fake candidates, and the ethical dilemmas of AI-assisted interviews. Is AI making it easier for recruiters—or just overloading hiring teams? They also dive into how AI is changing resume screening and whether traditional hiring processes need an overhaul. If you've ever wondered how AI is affecting your job search or hiring decisions, this episode is for you.
Keywords
AI in hiring, recruiting automation, mass applications, fake candidates, AI ethics, AI-assisted interviews, job applications, resume filtering, candidate experience, hiring intelligence
Key Takeaways
Mass AI job applications are creating a hiring overload – Recruiters are struggling to handle huge spikes in applications as AI tools allow job seekers to apply at scale.
Fake candidates are a growing concern – AI-assisted fraud is emerging, with candidates outsourcing interviews to others or using real-time AI assistance.
AI-assisted interviews: Ethical or unfair? – Should candidates be allowed to use AI during an interview? Some view it as cheating, while others see it as resourcefulness.
AI can improve the candidate experience—but only if used right – AI-powered interview tools could give every candidate a fair shot while reducing recruiter workloads.
AI resume filtering is flawed – Many AI-driven Applicant Tracking Systems (ATS) may be rejecting great candidates due to flawed keyword screening.
Top Quotes
"AI is making it easier to apply for jobs—but is it actually making it easier to get hired?"
"If AI is being used in hiring, why shouldn’t candidates be allowed to use it in interviews?"
"People are treating mass applications like it is a new problem. This is a problem that colleges have been dealing with for 20+ years."
"Companies need to rethink how they screen candidates before AI makes the hiring process completely unmanageable."
Chapters & Timestamps
00:01 – Introduction to Jeremy Lyons & RecOps Collective
02:27 – The Recruiting Operations Conference & Building AI for TA
10:45 – AI in Hiring: The Rise of Mass Applications & Fake Candidates
19:36 – Ethics & Boundaries of AI Use in Job Interviews
30:24 – AI’s Role in Resume Filtering & Candidate Screening
45:17 – Challenges with AI-Powered Hiring: Bias & Compliance Risks
Jeremy Lyons: https://www.linkedin.com/in/lyonsjeremy
RecOps RoundUp: https://recops.substack.com/
RecOps Collective: https://www.recopscollective.com/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver sits down with Mike Schindler, a Navy veteran, executive coach, and documentary filmmaker. The conversation explores the intersection of AI, human creativity, and leadership in an era of rapid change. Mike discusses his documentary The Rise of Humanness, his approach to fostering self-awareness, and why adaptability will be crucial for thriving in an AI-driven future. Together, they examine key frameworks like VUCA, AI literacy, and redefining human potential as traditional job roles evolve.
Keywords
Humanness, AI literacy, self-awareness, human value, VUCA, adaptability, human creativity, future of work, talent strategy, leadership, storytelling, human-centric AI
Highlights
Mike’s Journey: From Navy service to filmmaking and leadership development
The Rise of Humanness: Why expanding human value in the age of AI is essential
VUCA and Adaptability: A framework for navigating rapid change in life and business
Self-Awareness Exercises: How understanding yourself is key to success in AI-driven environments
AI as a Teammate: How AI can augment creativity but not replace human intuition
Authentic Relationships: Why human connection will remain central despite technological advancements
Rethinking Career Paths: Moving beyond linear career trajectories by leveraging creativity and adaptability
Quotes
“We’ve been training humans to be robots for the last 100 years. Now it’s time to pull the creator out of them.” — Mike Schindler
“When the vision is big, the circumstances don’t matter.” — Mike Schindler
“AI can help you see around corners, but you need the self-awareness to discern when its recommendations align with your goals.” — Mike Schindler
“We need more wild ducks—people willing to carve their own path and challenge the status quo.” — Bob Pulver
“Companies that don’t identify their moonshot and align their people toward it will struggle to remain relevant.” — Mike Schindler
“AI is designed to be a collaborator, but humans bring the nuance, emotion, and intuition that make great storytelling.” — Mike Schindler
Chapters
[00:00] - Introduction: Meet Mike Schindler, Navy veteran turned filmmaker and leadership coach
[02:12] - Current Projects: The Rise of Humanness and Mike’s upcoming documentaries
[04:37] - What Is VUCA? Understanding volatility, uncertainty, complexity, and ambiguity
[07:40] - Teaching Humans to Be Human Again: Breaking free from robotic routines
[10:14] - Self-Awareness Exercises: How understanding yourself leads to growth and success
[14:03] - AI Ready, Human Ready, Change Ready: Preparing for a rapidly evolving future
[21:20] - Talent Strategy and Adaptability: Why job roles change faster than ever before
[29:18] - Rethinking Career Paths: How creativity and individuality are the keys to future success
[35:36] - Human Connection: Why authentic relationships are more important than ever
[44:55] - AI in Creativity: How AI assists in filmmaking and creative problem-solving
[51:33] - Final Thoughts: Building better relationships and rediscovering purpose
Mike Schindler: https://www.linkedin.com/in/mjschindler
VUCA MAX: https://itsvucamax.com/
The Rise of Humanness (podcast): https://riseofhumanness.podbean.com/
“The Rise of Humanness” (book): https://itsvucamax.com/book-2/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver speaks with Jen Kirkwood, an expert in HR technology and IT, about her journey into Responsible AI. They discuss the rapid changes in AI, the importance of transparency and governance in AI systems, and the critical role of HR in managing talent and cybersecurity. Jen emphasizes the need for cognitive diversity in AI governance and decision-making. The conversation highlights the challenges and opportunities that AI presents for HR and the workforce, the importance of data in AI hiring practices, and the role of responsible AI in promoting inclusivity. They explore the rapid evolution of AI in HR, the need for AI ethics and governance, and the critical role of HR in implementing responsible AI practices. The discussion also highlights the value of neurodiversity in innovation and the necessity of balancing technology with human talent in organizations.
Keywords
HR technology, AI, generative AI, workforce optimization, cybersecurity, talent management, responsible AI, data privacy, offboarding, cognitive diversity, AI, hiring, diversity, responsible AI, HR, talent acquisition, data analytics, inclusivity, neurodiversity, technology transformation
Takeaways
Jen Kirkwood has over 28 years of experience in HR technology and IT.
She founded Talvana Consulting to focus on talent optimization.
AI is rapidly changing the landscape of HR and IT.
Transparency in AI systems is crucial for effective governance.
Offboarding processes are often neglected but essential for alumni relations.
Cognitive diversity is important in AI governance committees.
HR must be involved in AI decision-making processes.
Cybersecurity is a critical concern for HR data management.
Inclusivity in hiring practices is vital for innovation.
The future of work requires a focus on skill development and optimization.
Data analytics maturity is crucial for effective hiring practices.
Historical bias in hiring data can perpetuate discrimination.
Responsible AI can uncover overlooked talent pools.
Organizations must prioritize AI ethics and governance.
HR needs to articulate business cases for responsible AI.
Neurodiversity can drive innovation and creativity.
Flexibility in management is essential for diverse teams.
Self-learning and digital literacy are key for organizational transformation.
Sound Bites
"AI models need to be embedded in every use case."
"AI is a team sport."
"The complexity of AI regulations is overwhelming."
"How do we hire more talented engineers?"
"Responsible AI is how we get through this."
"HR is the highest risk area."
"We are all responsible for responsible AI."
"You can't just cut everyone."
"Flexibility is a treasure in management."
Chapters
00:00 Introduction to Jen Kirkwood and Her Journey
02:50 The Intersection of HR and IT in AI
06:12 Challenges and Opportunities in AI for HR
08:57 The Importance of Transparency and Governance in AI
12:04 Navigating Offboarding and Alumni Relations
15:07 The Role of Cognitive Diversity in AI Governance
18:05 Cybersecurity and Responsible AI Practices
21:08 The Future of Work and Talent Optimization
32:24 The Importance of Data in AI Hiring Practices
34:42 Responsible AI: A Path to Inclusivity
35:41 The Rapid Evolution of AI in HR
39:00 AI Ethics and Governance in Organizations
41:22 The Role of HR in Responsible AI Implementation
45:54 Transforming Organizations Through AI and Inclusivity
51:31 Harnessing Neurodiversity for Innovation
55:31 Balancing Technology and Human Talent
Jen Kirkwood: https://www.linkedin.com/in/jenphillipskirkwood/
Talvana Consulting: https://talvanaconsulting.com/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant, and trustworthy. -
Bob Pulver speaks with Jeff Wellstead, Founder and CEO of Big Bear Partners, an HR consultancy based in the UK. Jeff has had an extensive career in HR, now with a particular focus on growth-stage tech startups. He shares his journey of reinventing HR practices, the challenges of AI adoption in mid-sized companies, and the importance of building skills-based organizations. Bob and Jeff talk about the evolving role of HR in the context of performance assessment, data-driven decision-making, and the integration of AI technologies. Bob and Jeff also explore how organizations can leverage skills taxonomies and AI agents to enhance workforce planning, scenario planning, and overall talent management. The discussion emphasizes the importance of adapting to technological advancements while maintaining a focus on human interaction and support within HR functions.
Keywords
AI, HR, skills-based organizations, talent management, technology adoption, Jeff Wellstead, human resources, skills taxonomy, mid-sized companies, startup culture, HR, AI, workforce planning, performance assessment, skills taxonomy, talent intelligence, scenario planning, data-driven decision making, digital footprint, organizational change
Takeaways
Jeff Wellstead has over 35 years of experience in HR, primarily in tech startups.
He believes traditional HR practices need to be reinvented for modern workplaces.
AI adoption in HR is still low, especially among mid-sized companies.
Skills-based organizations focus on competencies rather than traditional job titles.
AI can help create a skills taxonomy to better assess employee capabilities.
AI is transforming how organizations manage talent and skills development.
The integration of AI can lead to personalized learning and development paths.
Companies need to be agile in adapting to new technologies and practices.
Proper data is essential for making informed decisions about employee careers.
Data-driven decision-making can significantly enhance HR processes.
AI can transform workforce planning and talent management.
Scenario planning is essential for anticipating workforce gaps.
AI agents can streamline HR functions and improve efficiency.
HR professionals must adapt to the changing landscape of AI.
The future of HR will involve a blend of technology and human interaction.
HR must focus on coaching and development as AI takes over routine tasks.
Sound Bites
"I'm not a big fan of traditional legacy HR."
"I got to reinvent HR from scratch."
"We need to rethink traditional roles and job titles."
"AI can help create an intelligence skills taxonomy."
"We need the right people in the right seats."
"AI is actually much easier than it's ever been."
"Don't be complacent in what you're doing."
Chapters
00:00 Introduction to Jeff Wellstead's Journey
02:56 Reinventing HR in Tech Startups
05:53 The Challenges of AI Adoption in HR
09:02 Building Skills-Based Organizations
11:58 The Importance of Skills Taxonomy
15:10 Leveraging AI for Talent Management
18:07 Navigating Skills Gaps and Future Roles
26:29 Performance Assessment and Digital Footprints
27:33 Data-Driven Decision Making in HR
29:53 The Role of AI in Workforce Planning
32:35 Scenario Planning and Skills Taxonomy
35:11 AI Agents and Talent Intelligence
38:25 AI's Impact on HR Roles and Responsibilities
43:41 The Future of HR with AI
Jeff Wellstead: http://uk.linkedin.com/in/jrwellstead/
Big Bear Partners: http://www.bigbearpartners.com
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver speaks with Nuno Goncalves, Head of Workforce Strategy at Reejig, about the transformative role of AI in workforce strategy and the importance of human-centric approaches in business. Nuno shares his extensive background in HR and discusses how Reejig is pioneering work ontologies to better understand the evolving landscape of skills and work. The conversation delves into the impact of AI and automation on jobs, the necessity of data-driven decision-making in HR, and the global perspectives on innovation and regulation in the tech industry. Nuno and Bob discuss the importance of human skills, the need for organizations to navigate automation thoughtfully, and the critical role of trust and transparency in fostering a positive workplace culture. They highlight the necessity of upskilling and reskilling employees to adapt as well as to introduce innovative AI solutions that can enhance workforce strategy.
Keywords
Reejig, AI, work ontologies, human-centric AI, workforce strategy, data-driven HR, skills-based organizations, automation, global innovation, AI, human skills, automation, workforce strategy, trust, organizational culture, upskilling, reskilling, critical thinking, innovation
Takeaways
Reejig is focused on understanding the skills of the future.
Work is being automated, not skills.
Human-centric approaches can coexist with business-centric strategies.
Data-driven decisions in HR are crucial for effective workforce planning.
The speed to market is a key differentiator in business.
AI and automation are reshaping the workforce landscape.
Global innovation varies significantly due to regulations.
Companies need to anticipate the needs of the business.
Human-centric AI is essential for sustainable business practices.
Understanding the digital worker's role is critical for future planning. Human skills are irreplaceable in the age of AI.
Organizations must understand task exposure to automation.
Building trust and transparency is crucial for employee engagement.
A culture without fear encourages innovation and adaptation.
Common language around skills is essential for organizational success.
Upskilling and reskilling are necessary for future workers.
AI can augment human capabilities, not replace them.
The future of work involves collaboration between AI agents.
Visibility into job roles helps in strategic decision-making.
Innovation in AI can lead to new workforce strategies.
Sound Bites
"We want a world with zero wasted potential."
"The US continues to be the biggest market."
"We need to think systemic, not linear."
"What are you ready to automate?"
"We need to create visibility and confidence."
"It's about trust and transparency."
"We need to equip organizations with data."
"Culture without fear is essential."
"We need a common language around skills."
"This is a new variation of 'agency'."
Chapters
00:00 Introduction to Reejig and Nuno's Background
06:09 The Evolution of Work Ontologies
12:10 The Impact of AI and Automation on Work
18:11 Human-Centric AI and Business Strategy
24:08 Data-Driven Decision Making in HR
29:54 Global Perspectives on Innovation and Regulation
36:36 The Importance of Human Skills in the Age of AI
39:51 Navigating Automation: Understanding Task Exposure
44:32 Building Trust and Transparency in Organizations
49:44 The Role of Culture in Adapting to Change
54:53 Innovative AI Solutions: The Future of Workforce Strategy
Nuno Goncalves: https://www.linkedin.com/in/nuno-goncalves
Reejig: http://www.reejig.com
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver and Torin Ellis, a prominent voice in diversity, equity, inclusion, and belonging (DEIB), discuss these topics in the context of the evolving landscape of artificial intelligence (AI) and the implications for the workforce. They reflect on the challenges faced in 2024, including political pressures on DEI initiatives, the importance of cognitive diversity, and the need for responsible AI practices. The discussion emphasizes the significance of collaboration, accountability, and the potential for AI to contribute positively to DEI efforts while acknowledging the necessity for legislative frameworks to guide ethical AI use. Bob and Torin emphasize the importance of reskilling and ethical AI practices, discuss how AI can uncover hidden talent, the distinction between augmented intelligence and automation, and the necessity of human-centric approaches to AI. The conversation also highlights the challenges organizations face in addressing bias and the critical role of responsible AI in promoting diversity and inclusion. Ultimately, they advocate for a future where AI is leveraged to create equitable opportunities and enhance organizational effectiveness.
Keywords
DEI, AI, bias mitigation, cognitive diversity, responsible AI, legislation, workforce, diversity strategy, workforce reskilling, augmented intelligence, human-centric AI, diversity and inclusion, responsible AI, bias mitigation, ethical AI, organizational change
Takeaways
Political pressures have negatively impacted DEI initiatives.
The removal of 'equity' from DEI discussions is concerning.
Progress in AI and DEI is being made, but more is needed.
Cognitive diversity enhances decision-making in organizations.
Responsible AI requires accountability from vendors and organizations.
Legislation is lagging behind technological advancements.
The future of work will require re-skilling to keep pace with AI.
Organizations must invest in reskilling to adapt to AI advancements.
AI can help uncover overlooked talent in hiring processes.
Augmented intelligence should enhance human capabilities, not replace them.
Human-centric AI is essential for ethical and responsible technology use.
Many organizations are hesitant to embrace AI due to concerns about bias.
AI can significantly improve diversity and inclusion efforts in hiring.
Responsible AI practices are crucial for maintaining ethical standards.
Sound Bites
"I'm chasing the word promise 365 days this year."
"I'm all things people."
"I believe that progress is being made."
"Cognitive diversity is incredibly important."
"You can use AI to unearth talent."
"AI is augmenting your own capabilities."
"AI is good for business."
"We're building a manager intelligence platform."
Chapters
00:00 New Year Reflections and Words of the Year
01:48 Torin Ellis: Background and DEI Work
03:07 Reflections on 2024: Political Climate and DEI Challenges
06:45 AI's Role in DEI and Bias Mitigation
13:08 Cognitive Diversity and Its Importance
19:54 Responsible AI and Legislative Challenges
24:45 The Future of AI and Workforce Implications
31:45 AI's Role in Uncovering Hidden Talent
33:46 Augmented Intelligence vs. Automation
35:39 Human-Centric AI: Ethics and Responsibility
38:03 Understanding AI's Limitations and Bias
42:25 The Impact of AI on Diversity and Inclusion
45:50 The Need for Responsible AI Practices
49:48 Addressing Systemic Inequities with AI
51:20 Building a Better Future with AI
Torin Ellis: https://www.linkedin.com/in/torinellis
Torin Ellis Brand: https://torinellis.com/
Reducing Bias in HR Using AI: https://www.plum.io/report-reducing-bias-in-hr
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver sits down with Avi Hacker, Generative AI expert and Founder of The AI Consultant Network. Avi is an innovative entrepreneur blending his background in finance, law, and AI to help small and medium-sized businesses harness the transformative power of AI. Avi shares his journey from accounting and law to founding an AI consulting company focused on enabling businesses to automate processes, enhance efficiency, and integrate AI responsibly. The conversation explores key concepts like AI governance, human-in-the-loop systems, and leveraging AI for real estate, legal, and operational workflows. Avi also provides practical advice for overcoming AI adoption challenges and scaling its use for maximum impact.
Keywords
AI, automation, responsible AI, AI governance, human-in-the-loop, efficiency, small business AI, AI consulting, workflow automation, legal tech, real estate technology, CRM integration, data-driven decisions, ethical AI use, AI in startups, solopreneurship, custom GPTs, AI assistants, AI adoption.
Key Takeaways
Avi's Journey: Transitioned from finance and law to AI consulting, focusing on small and medium-sized businesses.
Human-in-the-Loop Approach: Critical for ensuring automation is accurate, ethical, and effective.
AI in Real Estate: Significant potential exists for automating document-heavy tasks, such as contract review and title searches.
Custom AI Tools: Avi builds custom GPTs as personal assistants to streamline workflows and save time.
AI Governance: Emphasizes the importance of certifications like SOC 2 and ISO for data security and trust in AI tools.
Starting Small: Avi recommends introducing AI incrementally to get businesses comfortable with the technology.
Empowering Users: Avi educates clients to independently manage and adapt AI tools, ensuring long-term success.
Notable Quotes
"Everyone should have a custom GPT—it's like having a second brain."
"Automation isn't about replacing jobs; it's about amplifying human capability."
"Small businesses often struggle to leverage AI responsibly, but with the right tools, they can operate ten times faster, better, and cheaper."
"AI governance starts with trust—if you lose trust, you've lost everything."
"Even with AI, the human element remains critical for oversight and ethical decision-making."
Chapters
00:00 - Introduction to Avi Hacker
01:30 - Avi's Background: From Law to AI
03:12 - Founding an AI Consulting Company
06:41 - AI Governance and Responsible Use
08:47 - Applying AI in Real Estate
11:47 - Workflow Automation and Custom GPTs
14:32 - Educating Clients on AI Integration
17:46 - AI for Document Review and Summarization
20:10 - Challenges of AI Context Windows
24:12 - Importance of Human-in-the-Loop Systems
25:43 - Future of AI: Autonomous AI Managers
36:57 - How to Connect with Avi Hacker
37:11 - Final Advice for AI Beginners
Avi Hacker: https://www.linkedin.com/in/avi-hacker
The AI Consulting Network: https://theaiconsultingnetwork.com/
The AI Daily Brief: https://avihacker.substack.com/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver catches up with Remy Glaisner, an expert in talent intelligence, market research, and HR strategies. They discuss Remy's diverse background in automation and HR, the importance of skills-based organizations, and the integration of soft skills into talent management. The conversation highlights the need for organizations to adapt to market changes and leverage total talent intelligence for better decision-making. Bob and Remy explore the transformative impact of AI agents on various organizational functions, particularly in HR. They discuss the evolution of AI, the importance of governance, and the role of data integrity in ensuring successful AI deployment. The conversation emphasizes the need for organizations to adapt to new technologies while maintaining a focus on responsible AI use and fostering a culture that embraces change.
Keywords
AI, HR, skills-based organization, talent intelligence, soft skills, data integration, business strategy, workforce planning, automation, employee engagement, AI agents, HR technology, AI governance, organizational culture, data integrity, responsible AI, automation, talent intelligence, strategic workforce planning, AI in hiring
Takeaways
Skills-based organizations focus on aligning skills with business needs.
Understanding both HR and business perspectives is crucial for success.
Soft skills play a significant role in team dynamics and effectiveness.
Total talent intelligence integrates various data sources for better insights.
Organizations must anticipate market shifts to remain competitive.
HR should proactively provide data-driven insights to the business.
AI can enhance the assessment of both hard and soft skills.
AI agents are evolving to execute complex tasks previously thought to require human intervention.
AI governance is essential to ensure responsible and ethical use of AI technologies.
Data integrity and analytics maturity are foundational for successful AI applications.
Organizations must take responsibility for how they deploy AI, ensuring it aligns with their culture and values.
AI can enhance human capabilities and support better decision-making in hiring and talent management.
The future of work will require adaptability and continuous learning from both individuals and organizations.
Strategic workforce planning can benefit from AI by integrating various business inputs and data sources.
Sound Bites
"How do you define skills-based organizations?"
"Skills are like money in the bank account."
"We need to anticipate market shifts."
"AI can limit friction in HR processes."
"AI governance is crucial for responsible use."
"Data integrity is key to AI success."
"We must be responsible in deploying AI."
Chapters
00:00 - Introduction and Background of Remy Glaisner
03:13 - Transitioning from Technical to HR Perspectives
05:57 - Understanding Skills-Based Organizations
08:59 - The Role of Skills in Business Strategy
12:02 - Navigating Skills Mapping and Organizational Needs
15:00 - The Importance of Soft Skills in Talent Management
18:10 - Integrating Total Talent Intelligence
21:05 - Challenges in Data Sharing and Collaboration
23:54 - The Future of HR in Intelligent Organizations
27:48 - The Evolution of AI Agents
30:32 - AI in HR: Reducing Friction and Enhancing Efficiency
34:36 - AI Governance: Ensuring Responsible Use
38:34 - The Role of AI in Organizational Culture
41:45 - Data Integrity: The Foundation of AI Success
46:42 - The Responsibility of AI Deployment
Remy Glaisner: https://www.linkedin.com/in/rglaisner
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver is joined by Pauline James and David Creelman to discuss the transformative impact of AI on employee experience and organizational change. They discuss the evolving role of HR and leadership in navigating AI adoption, emphasizing the importance of continuous learning, data-driven decision-making, and fostering a culture of adaptability and innovation. The conversation highlights ethical considerations in AI, advocating for responsible governance, oversight committees, and transparent policies to ensure fairness and compliance. They reflect on lessons from the pandemic in driving rapid transformation and the necessity for agile workforce planning to balance cost, capability, and strategy. Pauline and David share their insights on experimenting with generative AI tools, building intuition through hands-on learning, and the critical role of foundational skills like AI literacy and design thinking. They leave you with advice for leaders on effectively managing change, along with details about Pauline and David’s upcoming masterclasses and events.
Key Topics Discussed:
AI and Organizational Change: The role of AI in workforce transformation and how it’s reshaping leadership, employee roles, and collaboration.
Upskilling for the Future: Why continuous learning and fostering AI literacy are essential for both leaders and employees.
Breaking Down Silos: Strategies to remove barriers to collaboration and align organizational goals in the age of AI.
Responsible AI: The importance of governance, transparency, and ethical practices in implementing AI solutions.
AI Augmentation vs. Automation: Real-world examples of using AI to enhance human capabilities, from creating content to personalized learning.
Strategic Workforce Planning: How organizations can rethink processes, roles, and incentives to align with AI-driven opportunities.
Takeaways for Listeners:
AI adoption requires cultural shifts, leadership alignment, and trust-building across all organizational levels.
Continuous upskilling, including AI literacy and data literacy, is critical for staying ahead of technological advancements.
Leaders must move from managing tasks to managing outcomes, leveraging AI to empower teams rather than micromanage.
Organizations should focus on responsible AI practices, ensuring compliance, transparency, and inclusivity at every stage.
Experimentation and hands-on learning with AI tools can drive innovation and help organizations unlock new opportunities.
Notable Quotes:
Pauline James: “The importance of transparency and training to mitigate risks cannot be overstated.”
David Creelman: “We need to experiment hands-on to learn what AI can and can’t do—this is critical for its integration.”
Bob Pulver: “Leaders need to understand AI’s impact to make informed, data-driven decisions for their organizations.”
Chapters
00:00 – Welcome and Introductions
03:00 – AI in Workforce Transformation
06:45 – Leadership in the AI Era
10:30 – Breaking Silos for Collaboration
14:20 – Upskilling and AI Literacy
18:10 – AI Augmentation vs. Automation
22:35 – Lessons from Rapid Change
27:15 – Responsible AI and Governance
32:40 – Experimentation and AI Tools
37:50 – AI’s Rapid Evolution
43:25 – Strategic Workforce Planning with AI
48:00 – Final Thoughts and Upcoming Projects
For more resources, visit:
Pauline’s company website: Anchor-HR
David Creelman’s publications and insights: David Creelman
Upcoming events: HR Gazette
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Sarah Katherine Schmidt and Bob Pulver explore the intersection of AI and HR, focusing on performance management, trust in AI tools, and the evolving expectations of a multi-generational workforce. They discuss the importance of continuous feedback, continued human involvement in recruitment, and the need for data-driven insights to enhance talent management and workforce planning. The conversation emphasizes the potential of AI to improve employee experiences while maintaining a focus on human agency and trust. Sarah Katherine and Bob discuss the importance of hiring practices that focus on objective criteria rather than personal biases, the challenges of organizational transformation, and the emotional responses individuals have to change. They emphasize the need for AI literacy and responsible use of AI tools, highlighting the importance of training and policies to mitigate bias. The conversation also touches on the interplay between data literacy and AI literacy, advocating for continuous education and critical thinking in the use of AI technologies.
Keywords
AI, HR, performance management, customer experience, workforce planning, talent development, employee engagement, generational differences, data-driven insights, trust in AI, AI, hiring, transformation, emotional response, AI literacy, responsible AI, data literacy, change management, bias training, organizational change
Takeaways
AI enhances performance management by promoting agile processes.
Trust in AI tools is essential for successful HR integration.
Feedback frequency is shifting towards continuous rather than annual reviews.
The candidate experience is crucial for attracting talent.
Generational differences impact employee expectations and experiences.
AI can help reduce biases in performance evaluations.
Investing in talent development is key for organizational success.
AI tools can streamline HR processes and improve efficiency.
The future of workforce planning relies on comprehensive data integration.
Emotional responses to change can impact engagement.
Organizations must foster AI literacy among employees.
Bias training must evolve to include AI considerations.
Policies on AI use are essential for responsible implementation.
Continuous evaluation of AI tools is necessary.
Data literacy is foundational for effective AI use.
Curiosity and education about AI should be ongoing.
Sound Bites
"Trust in HR around AI still needs to be built"
"Candidates desire feedback, not ghosting"
"Understand the emotional response to change."
"We need a whole new lens on bias training."
"Responsibility by design is crucial."
"You can't just grab any shiny object."
"Let's not set the bar at just good enough."
Chapters
00:00 - Introduction to AI in HR
02:48 - The Evolution of Performance Management
05:47 - Building Trust in AI Tools
08:53 - The Human Touch in Recruitment
12:07 - Navigating Generational Differences in the Workforce
15:02 - Data-Driven Insights for Talent Management
17:55 - The Future of Workforce Planning
20:51 - Leveraging AI for Talent Development
25:52 - Hiring Beyond Bias: The Need for Objective Criteria
27:06 - Navigating Transformation: Challenges and Opportunities
29:51 - Understanding Emotional Responses to Change
33:30 - AI Literacy: Empowering Organizations and Individuals
35:49 - Responsible AI: Training and Policies for Ethical Use
38:53 - Evaluating AI Tools: The Importance of Critical Thinking
46:52 - The Interplay of Data Literacy and AI Literacy
Sarah Katherine Schmidt: https://www.linkedin.com/in/sarahkatherineschmidt
PeopleLogic: https://peoplelogic.ai
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
In this live episode from HR Tech 2024, Bob Pulver sits down with Brett Coin, Head of Talent Transformation at Findem, to discuss the future of recruiting and workforce management. Brett shares his journey from a recruiting practitioner to leading AI-driven talent transformation initiatives at Findem. Together, they explore how AI can optimize sourcing, enhance candidate engagement, and challenge traditional recruiting models.
The conversation highlights key strategies for leveraging AI to build proactive talent pools, improve referral quality, and rethink workforce planning with a focus on both full-time and contingent workers. Brett also discusses how Findem is empowering organizations to unlock the value of their internal and external talent networks while addressing long-standing challenges like bias in sourcing and inefficiencies in traditional applicant tracking systems (ATS).
Key Topics:
Proactive Talent Sourcing: Moving beyond job postings to create AI-driven, multi-channel strategies that identify top talent faster.
AI in Recruitment: How Findem’s platform leverages AI to optimize sourcing, refresh ATS databases, and boost recruiter productivity.
Referrals and Internal Mobility: Using AI to identify and engage untapped talent within organizations, including alumni and employee networks.
Education and Adoption: Bridging the gap between leaders’ AI vision and recruiters’ day-to-day habits to ensure successful AI implementation.
Future of Talent Management: How organizations can leverage AI to enhance workforce agility, from internal mobility to contingent workforce planning.
Key Takeaways:
AI tools like Findem are shifting recruitment from reactive to proactive, enabling organizations to identify and engage talent more effectively across multiple channels.
Leveraging AI to refresh ATS data can unlock hidden talent pools, reducing the need for costly external sourcing.
Organizations must prioritize education and alignment between leaders’ strategies and recruiters’ execution to fully realize AI’s potential.
Building intentional talent pools and engaging candidates proactively can significantly enhance response rates and hiring efficiency.
Responsible AI practices, such as minimizing bias and ensuring transparency, are critical for long-term success in AI-driven recruitment.
Sound Bites:
"AI isn’t here to replace recruiters—it’s here to make their work more impactful by eliminating inefficiencies."
"Your ATS isn’t just a database—it’s a goldmine of untapped talent if you know how to access it."
"Recruiting isn’t about filling roles; it’s about building relationships and engaging talent in meaningful ways."
"Organizations need to think holistically about their talent network—employees, alumni, and even contingent workers are part of the same ecosystem."
Chapters:
00:00 - Introduction: Live from HR Tech 2024 with Brett Coin
03:10 - Brett’s Journey: From recruiting practitioner to Head of Talent Transformation at Findem
07:45 - Transforming Sourcing with AI: Leveraging proactive, multi-channel strategies
12:30 - Refreshing ATS Data: Uncovering hidden talent pools with AI
17:20 - Improving Referral Programs: Using AI to enhance referral quality and engagement
23:45 - Internal Mobility and Retention: Rethinking workforce planning with AI insights
30:15 - Bridging the Adoption Gap: Educating recruiters on AI tools
35:50 - Responsible AI in Recruitment: Addressing bias and building trust
41:20 - The Future of Talent Management: Total talent strategy with AI
Brett Coin: https://www.linkedin.com/in/brettcoin
Findem: https://findem.ai
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy. -
Bob Pulver speaks with Kevin Clark, President and Founder of Content Evolution. They discuss Kevin's extensive background at IBM (where Bob and Kevin first crossed paths), Kevin's transition into consulting, and the innovative work being done at Content Evolution, particularly in the realm of AI and digital advisors. The conversation emphasizes the importance of asking better questions when interacting with and training AI, and the evolving nature of content and customer engagement. Bob and Kevin focus much of the discussion on the transformative impact of AI on individual and collective intelligence, the evolution of job roles, and the necessity for organizations to adapt to both technology and employee expectations. They discuss the importance of harnessing collective intelligence even in the age of AI (which Kevin has just published a book about), the future of customized Digital Advisors, the concept of ‘digital inheritance’, and the impact of reverse mentoring on technology adoption.
Keywords
AI, Content Evolution, Digital Advisors, Leadership Development, IBM, Innovation, Customer Experience, Market Research, Strategy, Technology, AI, collective intelligence, job descriptions, organizational change, digital advisors, digital inheritance, roles, automation, technology, future of work
Takeaways
Kevin Clark transitioned from a 30-year career at IBM to consulting.
Content Evolution focuses on innovation and strategic directions.
Digital advisors are customized AI tools that reflect individual expertise.
Asking better questions is crucial for success in the AI era.
Character and competence are essential for effective leadership.
The landscape of customer experience is rapidly changing with AI.
Organizations must adapt to leverage skills on demand.
The importance of understanding undiscovered functionalities in technology.
Collaboration and collective intelligence drive innovation at Content Evolution.
The future of work will require agility and adaptability in teams.
AI is augmenting both individual and collective intelligence.
Job descriptions are evolving; roles need to be more fluid.
Organizations must adapt to the changing fitness landscape.
Collective intelligence can enhance decision-making processes.
Digital advisors can provide valuable insights and reflections.
Creating a digital inheritance can pass down knowledge and experiences.
Roles should be prioritized over rigid job descriptions.
Embracing technology is essential for career significance.
Reverse mentoring can bridge the technology gap in organizations.
Organizing information is key to leveraging AI effectively.
Chapters
00:00 Introduction to Kevin Clark's Journey
12:20 Content Evolution and Its Mission
17:36 Digital Advisors and AI Customization
25:16 The Importance of Asking Better Questions
33:39 The Evolution of Job Descriptions
39:15 Harnessing Collective Intelligence
45:17 The Future of Digital Advisors
53:57 Redefining Roles in Organizations
Kevin Clark: https://www.linkedin.com/in/kevin-clark-0057b81
Content Evolution: https://contentevolution.net/
“Collective Intelligence in the Age of AI” (Kevin’s book): https://www.amazon.com/Collective-Intelligence-Age-Kevin-Clark/dp/B0DKDB9WTH/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob chats with Jack Houghton, co-founder and Chief Product Officer of Mindset AI, about the evolution of AI and its transformative role in learning, development, and content management. Jack shares his journey in AI, insights into generative AI’s rapid advancements, and the challenges of ensuring accuracy and trust in these systems. The conversation explores how AI as a tool to enhance human capability, how organizations can implement AI responsibly, and the disruptive potential of AI agents in reshaping user experiences. They also discuss the critical importance of data quality, accountability in AI workflows, and what the future holds for AI’s integration into our lives.
Keywords
Generative AI, AI in Learning and Development, Responsible AI, AI Agents, Data Quality, Trust in AI, Human-AI Interaction, Workflow Automation, Knowledge Management, Innovation in AI
Takeaways
Generative AI is reshaping user interactions with technology, but accuracy and trust are essential.
AI should enhance human capability, not replace it.
Data quality and transparency are critical for responsible AI workflows.
AI agents offer opportunities for efficiency but require careful design to avoid bias or errors.
Organizations must focus on verified knowledge and user-friendly AI applications.
AI tools can transform learning and development by curating personalized journeys.
Responsible AI implementation involves regular audits, observability, and human oversight.
Future AI applications may enable highly personalized support systems across various domains.
Sound Bites
"Can technology adapt to people instead of the other way around?"
"Generative AI makes enterprise content management faster, simpler, and more intuitive."
"Trust is critical — we need accuracy to avoid hallucinations in AI."
"Every single SaaS application will soon integrate conversational workflows."
"The future of AI is all about enhancing, not replacing, human potential."
"Data quality is the lifeblood of effective AI systems."
"Responsible AI requires accountability and transparency at every step."
"AI agents will eventually outnumber humans in multi-agent workflows."
Chapters
00:00 - Introduction to Jack Houghton and Mindset AI
02:21 - Early AI experiences and the evolution of machine learning
03:39 - The impact of generative AI on content management systems
05:28 - Challenges of trust, accuracy, and hallucinations in AI
07:28 - Target use cases for AI in learning and development
09:10 - AI coaches and performance support tools
11:19 - Measuring ROI and impact of AI tools in organizations
14:37 - Balancing efficiency, trust, and employee expectations with AI
19:04 - The integration of AI agents with legacy systems
26:12 - Rethinking software and SaaS in the era of AI agents
31:08 - Responsible AI: Addressing data quality, bias, and accountability
38:12 - Future scenarios for AI agents and their integration into everyday life
44:04 - Closing thoughts on advancing AI responsibly
Jack Houghton: https://www.linkedin.com/in/jack-houghton1
Mindset AI: https://www.mindset.ai/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver speaks with Barb Hyman, CEO and founder of Sapia.ai, about the transformative role of AI in recruitment and HR. Barb shares her journey from law to HR and the inception of Sapia.ai, emphasizing the need for data-driven hiring practices that challenge biases and improve candidate experiences. The conversation explores the complexities of global regulations surrounding AI, the importance of ethical AI practices, and the future of HR technology, highlighting the shift towards self-service solutions and the critical role of retention metrics in evaluating hiring success. Barb and Bob discuss the evolving role of HR in talent acquisition, emphasizing the importance of data-driven decision-making and the impact of AI on recruitment processes. Barb explains how benchmarking can enhance HR performance and accountability, and she shares her perspective on the future of data ownership in HR, highlighting the need for individuals to have control over their data. They also talk about the potential for AI to transform learning and development, and why organizations must generate excitement about AI opportunities to drive widespread adoption.
Keywords
Sapia.ai, Barb Hyman, AI in hiring, recruitment technology, bias in hiring, ethical AI, HR technology, global regulations, data-driven hiring, employee retention, HR, talent acquisition, data-driven decision making, AI in recruitment, candidate experience, hiring process, data ownership
Takeaways
Barb Hyman's diverse background informs her approach to HR and AI.
Data and science are crucial in reimagining hiring processes.
The hiring process should minimize information asymmetry.
Bias in hiring can be challenged by using chat-based interviews.
Global regulations on AI vary significantly, impacting recruitment.
Trust and transparency are essential for ethical AI practices.
Retention metrics should be prioritized over engagement metrics.
The future of HR technology lies in API-driven solutions.
Self-service tools can enhance employee development and feedback.
HR leaders must adapt to a rapidly changing landscape.
HR must enable hiring managers to make informed decisions.
Data-driven insights can transform L&D programs.
HR is overwhelmed with data that lacks utility.
Benchmarking HR performance creates accountability.
AI is changing the recruitment landscape significantly.
The candidate experience should be dignified and valued.
Data ownership is shifting towards employees.
AI can enhance the efficiency of hiring processes.
Organizations need to rethink their recruitment strategies.
Excitement about AI can drive its adoption in HR.
Sound Bites
"Trust is one of our values."
"The power of AI is that you get better."
"Don't buy any more platforms."
"Retention is the North Star metric for HR."
"The whole world of HR is changing."
"HR are the ultimate decision makers."
"HR is drowning in data, but none is useful."
"Data ownership gives people agency."
"How do we get people excited about AI?"
Chapters
00:00 Introduction to Barb Hyman and Sapia.ai
02:53 The Importance of Data in Hiring
05:47 Challenging Bias in Recruitment
08:50 Navigating Global Regulations in AI Hiring
11:57 Building Trust and Ethical AI Practices
14:58 The Future of HR Technology and AI
17:48 Understanding Skills and Retention Metrics
27:42 The Evolving Role of HR in Talent Acquisition
30:49 Data-Driven Decision Making in HR
32:50 Benchmarking HR Performance for Accountability
34:28 The Impact of AI on Recruitment Processes
38:01 Enhancing the Candidate Experience
42:45 Reimagining the Hiring Process
48:27 The Future of Data Ownership in HR
Barb Hyman: https://www.linkedin.com/in/barbarahyman
Sapia.ai: https://sapia.ai
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver speaks with John Hansen, Chairman and CEO of Atana, about his extensive background in technology, the importance of diversity in the tech industry, and the transformative potential of AI. John shares his journey through various tech companies (this is his 8th, in fact), his passion for creating inclusive workplaces, and his insights on the latest advancements in generative AI. Bob and John discuss the user experience with AI, the adoption challenges it faces, and the enduring need for human touch in technology. They discuss the overarching challenges and opportunities presented by modern technology, particularly in the context of learning and development. John shares stories and insights from his experiences in Africa, highlighting how leapfrogging technology can lead to significant advancements. John talks about the unique characteristics of Gen Z as digital natives and the importance of adapting educational methods to better serve future generations. The conversation emphasizes the need to maximize human potential through technology while addressing the challenges of integrating new tools responsibly. It’s an enlightening discussion exploring the intersection of technology, culture, and education.
Keywords
AI, technology, diversity, generative AI, workplace transformation, human-AI interaction, John Hansen, Atana, leadership, innovation, technology, AI, learning, development, Gen Z, digital natives, leapfrogging, education, infrastructure, cultural change
Takeaways
John Hansen has founded eight companies and has a strong background in technology.
Diversity in decision-making bodies leads to better outcomes.
Generative AI represents a significant shift in user interaction with technology.
AI should support human endeavors rather than replace them.
The limitations of AI include issues with authenticity and hallucinations.
Human touch and physical interaction remain important despite technological advancements.
AI can enhance content creation but still requires human input.
The future of technology will involve a blend of AI and human creativity.
Sticky notes may persist as a preferred method of note-taking for many.
Legacy infrastructure often hinders technological advancement.
Cultural traditions can coexist with modern technology.
Leapfrogging technology can lead to unexpected breakthroughs.
AI's evolution presents both opportunities and challenges.
Different learning modalities serve different educational needs.
In-classroom instruction should focus on engagement, not just knowledge transfer.
Gen Z's digital skills are unmatched, but they face social challenges.
Technology can help eliminate intellectual waste in learning.
Companies must adapt to the strengths of new generations.
Responsible use of technology is crucial for future success.
Chapters
00:00 Introduction to John Hansen and Atana
06:05 The Importance of Diversity in Tech
12:01 User Interaction with AI
18:00 Challenges and Limitations of AI
26:23 Legacy Infrastructure vs. Modern Technology
32:10 The Evolution of AI: Breakthroughs and Challenges
45:04 Gen Z: The Digital Natives and Their Impact
51:30 Maximizing Human Potential with Technology
John Hansen: https://www.linkedin.com/in/johnjhansen
Atana: https://www.atana.com
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com - Laat meer zien
