Afleveringen
-
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. -
Zijn er afleveringen die ontbreken?
-
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 -
Bob Pulver speaks with Isabelle Bichler, co-founder and COO of Retrain.ai, about the critical role of responsible AI in HR and the pressing skills gap in the workforce. Isabelle’s background is beyond impressive, and in addition to her leadership role, she inspires future leaders through mentorships across the US and Israel. Bob and Isabelle discuss the importance of data in HR decision-making, the cultural shifts needed for AI adoption, and the significance of continuous learning and adaptability in the face of rapid technological change. Isabelle emphasizes the need for responsible AI practices and the role of women in tech, while also exploring the future of AI in HR and the importance of AI literacy for organizations.
Keywords
AI, HR, skills gap, responsible AI, workforce development, data analytics, talent acquisition, continuous learning, women in tech
Takeaways
Isabelle emphasizes the importance of responsible AI in HR.
The skills gap is a pressing issue that needs addressing.
Retrain.ai aims to bridge the skills gap through innovative solutions.
Data quality and integration are crucial for effective HR practices.
AI can enhance human capabilities rather than replace them.
Continuous learning and adaptability are essential in the AI era.
Women are underrepresented in AI, which is critical to address.
AI literacy is vital for organizations to succeed in the digital age.
Responsible AI practices must be integrated from the start.
Sound Bites
"We established Retrain to solve the skills gap."
"44% of workers will need upskilling by 2027."
"Women need to augment their ability with AI."
"AI can enhance you, not replace you."
"Responsible AI must be designed from the start."
"Data quality is the lifeblood of AI."
"We need to embrace exploration in AI."
Chapters
00:00 Introduction to Responsible AI in HR
03:01 The Skills Gap and Its Implications
05:53 Retrain.ai: Bridging the Skills Gap
08:59 The Importance of Data in HR
11:47 AI and the Future of Work
15:05 Cultural Shifts in AI Adoption
17:54 Responsible AI: Balancing Innovation and Ethics
21:09 The Role of Women in AI
23:48 Contingent Workforce and Skills Intelligence
27:04 The Future of AI in HR Tech
29:50 AI Literacy and Organizational Readiness
32:48 Conclusion and Future Outlook
Isabelle Bichler: https://www.linkedin.com/in/isabelle-bichler-eliasaf-9504191
Retrain.ai: https://www.retrain.ai/platform/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver speaks with Jeff Pole, co-founder and CEO of Warden AI, about the critical issues surrounding trust in AI technology, particularly in the context of HR and recruitment. They discuss the importance of third-party assurance in AI systems, the fluidity of AI terminology, and the need for continuous monitoring to ensure compliance and fairness. Jeff shares insights on how AI can potentially enhance fairness in hiring practices and the implications of emerging AI legislation across the globe. Bob and Jeff discuss the widespread issue of age discrimination in hiring, and Warden AI’s newly announced capabilities to check for age bias in AI-powered hiring solutions. They explore future opportunities and challenges in Responsible AI governance, including the implications of existing discrimination laws, the need for comprehensive data to assess bias, and the evolving landscape of AI adoption in various sectors, particularly in the public domain. Bob and Jeff conclude by emphasizing the importance of balance between innovation and ethical considerations in AI to maintain trust across stakeholder communities.
Keywords
AI, trust, assurance, governance, HR technology, bias, compliance, monitoring, legislation, fairness, AI, age bias, discrimination, responsible AI, governance, technology, workforce, regulations, innovation, public sector
Takeaways
AI technology can be a force for good if used correctly.
Warden AI focuses on third-party assurance for AI systems.
Continuous monitoring of AI is crucial for trustworthiness.
The terminology around AI governance is fluid and evolving.
Legislation is pushing for more transparency in AI processes.
AI can help identify and correct bias in recruitment.
The potential for AI to improve fairness in hiring is significant.
Emerging laws will likely increase scrutiny on AI systems.
AI can help unlock hidden talent pools in the workforce.
The future of AI in HR is about enhancing diversity and inclusion.
Age discrimination is a significant issue in hiring.
AI systems must comply with existing discrimination laws.
The first AI bias lawsuit was related to age discrimination.
Employers can unintentionally lead to discriminatory outcomes.
Five generations will soon be part of the workforce.
Data collection is crucial for assessing AI bias.
Counterfactual analysis is a technique to test AI systems.
Responsible AI practices can coexist with innovation.
AI literacy is essential for effective adoption.
AI adoption is a gradual process, not an immediate change.
Sound Bites
"How can we trust and safely adopt AI?"
"Technology can be a force for good in society."
"We're working on age bias detection capability."
"The first AI bias lawsuit was for age bias."
"We have to keep in mind existing legislation."
"Five generations will be in the workforce soon."
"We bring our own data to test AI systems."
"Counterfactual analysis helps assess AI bias."
"AI can augment human processes effectively."
"It's a marathon, not a sprint with AI adoption."
Chapters
00:00 Introduction to AI and Trust Issues
03:00 Warden AI's Mission and Assurance Role
05:50 Understanding AI Terminology and Governance
08:51 The Importance of Continuous Monitoring
12:13 AI in HR: Opportunities and Challenges
14:45 The Role of Legislation in AI Assurance
18:10 AI's Potential for Fairness in Hiring
21:05 The Future of AI and Workforce Diversity
28:59 Addressing Age Bias in AI Systems
41:24 Navigating Responsible AI and Governance
50:34 The Future of AI: Opportunities and Cautions
Jeff Pole: https://www.linkedin.com/in/jeffrey-pole-91887a44
Warden AI: https://www.warden-ai.com/
Addressing Age Discrimination: https://www.warden-ai.com/blog/age-bias-ai-hiring-age-discrimination-fairer-recruitment
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver and Toby Culshaw, a 20-year talent industry veteran and author of "Talent Intelligence: Use Business and People Data to Drive Organizational Performance," delve into the evolving landscape of talent intelligence, the current dynamics of the labor market, and the impact of AI on workforce management. They discuss the importance of community engagement in talent acquisition, the challenges of employee retention, and the ongoing debate around remote versus in-office work. The conversation highlights the need for transparency in organizational changes and the role of AI in shaping future workforce strategies. Toby and Bob explore how AI and automation are evolving, including the implications for cost dynamics, work redesign, and the redefinition of roles in talent acquisition. They emphasize the importance of maintaining a human element in management and leadership, while also addressing the ethical considerations of AI in the workplace. The discussion highlights the need for creativity and the balance between AI and human input, as well as practical advice for individuals looking to enhance their AI literacy.
Keywords
Talent Intelligence, Labor Market, AI, Employee Engagement, Remote Work, Workforce Management, Community Engagement, Organizational Change, Talent Acquisition, Future of Work, AI, automation, future of work, talent acquisition, human element, leadership, technology, creativity, AI literacy, productivity
Takeaways
Talent intelligence is essential for understanding the external labor market and internal workforce needs.
Current labor market dynamics show low attrition rates due to job security concerns.
Companies need to adapt to the changing workforce dynamics post-COVID.
Understanding the intersection of AI and talent intelligence is crucial for future strategies.
Roles in talent acquisition are likely to be redefined due to AI.
AI can enhance decision-making but should not replace human responsibility.
The future of work will involve more fluid and organic structures.
The community plays a crucial role in sharing knowledge and resources in talent intelligence.
Ethical considerations are crucial when implementing AI in leadership.
Creativity and human touch are essential in content creation.
AI tools should complement rather than replace human roles.
Continuous learning and adaptation are necessary in the age of AI.
Sound Bites
"People want to be treated like a grown up."
"AI is already taking on quite a few tasks."
"We need very clear rules and engagement."
"AI tools should complement the manager."
"We need to rethink success metrics."
"We can't let it be the end editor."
Chapters
00:00 Introduction to Talent Intelligence and Community Engagement
03:05 The Role of Talent Intelligence in Modern Organizations
06:06 Understanding the Current Labor Market Dynamics
09:00 The Impact of AI on Talent Acquisition and Workforce Management
12:13 Employee Engagement and Retention Strategies
15:14 The Future of Work: Remote vs. In-Office Dynamics
18:12 Navigating Organizational Change and Transparency
21:03 The Intersection of AI and Talent Intelligence
31:02 The Cost Dynamics of AI and Automation
33:22 Navigating the Future of Work
35:42 Redefining Roles in Talent Acquisition
38:54 The Human Element in AI Management
40:47 The Future of Work Structures
42:39 Ethics and AI in Leadership
45:01 Exploring New Technologies in Work
48:56 The Balance of AI and Human Creativity
57:54 Advice for Embracing AI Literacy
Toby Culshaw: https://www.linkedin.com/in/tobyculshaw
Talent Intelligence Collective: https://talentintelligencecollective.substack.com/
“Talent Intelligence: Use Business and People Data to Drive Organizational Performance” (Toby’s book): https://www.amazon.com/Talent-Intelligence-Business-Organizational-Performance/dp/1398607231
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver and Joe Lazer explore the evolution of AI, its implementation challenges in business, and the importance of storytelling in the age of AI. Joe shares his personal journey in the AI space, discussing his experiences at Contently and A-Team, and how companies are navigating the complexities of AI adoption. Bob and Joe delve into the significance of the human touch in content creation and the future of AI detection. They explore the importance of maintaining authenticity and unique human elements in quality storytelling. They discuss the potential dangers of relying too heavily on AI, particularly in the context of youth engagement and the development of communication skills. The conversation also touches on practical advice for writers on how to leverage AI as a thought partner while preserving their unique voice and ideas. Finally, they speculate on the future of storytelling in the age of AI, highlighting the need for responsible use and the potential for collective intelligence in creative processes.
Keywords
AI, storytelling, business strategy, generative AI, content marketing, innovation, technology, entrepreneurship, partnerships, implementation challenges, AI, content creation, authenticity, storytelling, digital twins, youth engagement, writing therapy, responsible AI, creativity, technology
Takeaways
Storytelling is becoming increasingly important in the age of AI.
Understanding client needs is crucial for successful AI projects.
Partnerships and ecosystems are essential for AI development.
The last mile of AI implementation is often the hardest.
Generative AI is reshaping business strategies.
AI detection tools are still in development.
The future of work will heavily rely on soft skills; AI can enhance productivity but shouldn't replace original thinking.
Authenticity in storytelling is crucial; AI cannot replicate personal experiences.
Digital twins may undermine trust and authenticity in content creation.
Younger audiences are drawn to authentic, relatable content.
AI tools can serve as thought partners for writers.
Storytelling will be a vital skill in the AI age.
AI can help connect disparate ideas and personal stories.
Curiosity and hands-on experience with AI tools are essential.
The future of storytelling may involve collective intelligence and co-creation.
Responsible AI use is critical, especially concerning youth engagement.
Sound Bites
"AI has created a groundswell of interest."
"What's the actual high ROI use case?"
"Every company wants to talk to their data."
"We need better watermarking and AI detection."
"AI content is often dull and soulless."
"Digital twins defeat the point of authenticity."
"Nobody wants personalized versions of TV shows."
"AI can be a thought partner for writers."
"Be curious; spend 10 hours using AI tools."
Chapters
00:00 Introduction to AI and Personal Background
03:14 The Evolution of AI in Business
05:59 Navigating AI Implementation Challenges
09:04 Understanding Client Needs and Market Dynamics
11:47 The Role of Storytelling in the Age of AI
15:01 Building Partnerships and Ecosystems
17:53 Personal Projects and Future Aspirations
20:59 The Importance of Human Touch in AI Content
23:57 AI Detection and the Future of Content Creation
26:58 The Role of AI in Content Creation
30:12 Authenticity vs. Digital Twins
32:36 The Human Element in Storytelling
34:36 Navigating AI's Impact on Youth
36:46 Writing Therapy and AI as a Thought Partner
43:41 Future Horizons of AI in Storytelling
Joe Lazer: https://www.linkedin.com/in/joe-lazer-lazauskas-8b442026
Joe’s blog: https://storytellingedge.substack.com/
Joe’s book, “The Storytelling Edge”: https://www.amazon.com/Storytelling-Edge-Transform-Business-Screaming/dp/1119483352/
A.Team: https://www.a.team/
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver speaks with Lydia Wu, an expert in all things HR tech and future of work. They discuss Lydia's journey in the HR tech industry, her initiative 'Oops! Did I Think That Out Loud?', and the importance of transparency and accountability in HR technology. Bob and Lydia talk about the challenges of fast-paced innovation in HR tech and the need for a holistic understanding of the ecosystem to ensure responsible AI practices. The conversation gets into the complexities of AI in the HR tech landscape, discussing the challenges of separating fact from fiction, and the role of people analytics in talent transformation. They emphasize the need for better questions from buyers, the significance of storytelling with data, and the skills gap in HR. Bob and Lydia hit on compliance and risk management in the age of AI, the evolving landscape of HR leadership, the impact of AI tools like Bersin’s Galileo on HR market research, the importance of curiosity and play in the workplace, and the balance between innovation and trust in AI applications.
Keywords
HR Tech, AI, transparency, innovation, accountability, startup, ecosystem, DEI, AI, Responsible AI, People Analytics, Data Storytelling, Skills Gap, Workforce Impact, Compliance, Risk Management, AI Tools, fractional leadership, HR research, Galileo, AI tools, workplace innovation, curiosity, play, instant gratification, market research, technology in HR
Takeaways
Lydia emphasizes the importance of transparency in HR discussions.
Fast-paced innovation can lead to significant impacts on end users.
HR tech designers need to consider the full ecosystem when launching solutions.
Accountability is crucial in the HR tech industry.
Lydia advocates for positive feedback rather than criticism in HR tech.
Understanding deeper layers of innovation is essential for success.
Engagement and people-centric approaches are vital in HR tech.
Separating fact from fiction in AI is crucial.
Buyers need to ask better questions about AI solutions.
Responsible AI requires more than just compliance.
People analytics is often seen as a luxury.
Storytelling with data is essential for HR success.
The skills gap in HR is widening with AI advancements.
HR must understand the implications of AI on workforce.
Compliance and risk management are critical in AI adoption.
New AI tools can bridge gaps in HR practices.
HR must evolve to support business needs effectively.
Attention spans are decreasing, necessitating quicker information access.
Balancing theory and practice is crucial in HR research.
AI tools should acknowledge their limitations to maintain trust.
Curiosity and play are essential for innovation in the workplace.
AI can help expand ideas but may struggle with summarization.
The integration of AI in HR requires responsible innovation.
Understanding AI's capabilities can lead to new ideas and applications.
Chapters
00:00 Introduction to HR Tech and Lydia Wu's Journey
03:04 The Real Talk in HR Tech: Transparency and Accountability
05:55 The Impact of Fast-Paced Innovation in HR Tech
08:00 Navigating the Landscape of AI in HR Tech
13:52 The Role of People Analytics
20:05 The Skills Gap in HR
26:05 Compliance and Risk in the Age of AI
30:49 The Rise of Fractional Leadership
38:32 Galileo: Transforming HR Research
44:12 AI in the Workplace: Balancing Innovation and Trust
50:37 Curiosity and Play: The Future of Work
Lydia Wu: https://www.linkedin.com/in/lydiaywu
Oops! Did I Think That Out Loud: https://beacons.ai/oopsdidithinkthatoutloud
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob sits down with Giancarlo Erra, a creative tech entrepreneur with extensive experience in AI across numerous domains. They discuss the challenges small businesses face in adopting AI, the misconceptions surrounding the technology, and the importance of education and critical thinking in navigating the AI landscape. Giancarlo emphasizes the need for society to take responsibility for AI adoption and the importance of upskilling the workforce to adapt to the changing job market. Bob and Giancarlo also discuss the evolving landscape of AI and its implications for skills, education, and employment. They emphasize the importance of durable skills such as critical thinking and empathy, the need for responsible AI usage, and the potential of custom GPTs to empower users without technical backgrounds. Giancarlo shares additional insights on practical approaches to AI training, the role of AI in creative processes, and the necessity of ongoing education to navigate the challenges posed by AI technologies.
Keywords
AI, small business, education, critical thinking, technology adoption, media influence, workforce skills, upskilling, societal responsibility, AI risks, AI, durable skills, education, upskilling, custom GPTs, creative processes, responsible AI, technology integration, talent management, automation
Takeaways
Giancarlo Erra has been a creative tech entrepreneur for 25 years.
Small businesses often struggle with AI adoption due to limited resources.
Many businesses put technology first before understanding their actual needs.
The media often creates confusion around AI advancements.
Education is crucial for understanding and using AI effectively.
Critical thinking is a vital skill in the age of AI.
Society must take responsibility for how AI is used.
Upskilling is essential for adapting to the future job market.
Durable skills like critical thinking and empathy are essential in the AI era.
Over-reliance on AI outputs can lead to negative consequences.
Education and upskilling are crucial for adapting to AI integration.
AI should enhance human capabilities rather than replace them.
Experimentation with AI tools is key to understanding their potential.
AI can serve as a valuable brainstorming tool for generating ideas.
Responsible AI usage requires sensitivity and fairness in implementation.
The responsibility for educating others about AI lies with us.
Sound Bites
"You need to understand what you need."
"AI is not a silver bullet."
"We need more critical thinkers."
"We will always need critical thinking and empathy."
"Don't be overly reliant on AI outputs."
"Education is key to understanding AI's impact."
Chapters
00:00 Introduction to Giancarlo Erra and His Background
03:09 AI in Small Businesses: Patterns and Challenges
05:52 Understanding AI: Misconceptions and Media Influence
09:12 The Importance of Education and Critical Thinking
12:12 The Future of Work: Human Skills vs. AI
14:53 Societal Responsibility in AI Adoption
18:13 Navigating AI Risks and Regulations
20:58 The Role of Education in AI Literacy
23:58 Empowering the Workforce: Upskilling and Adaptation
30:50 The Importance of Durable Skills in the Age of AI
32:14 Navigating AI's Impact on Talent and Employment
34:53 Education and Upskilling for AI Integration
38:23 Practical Approaches to AI Training and Tools
41:52 Custom GPTs: Empowering Users Without Technical Skills
44:11 Exploring AI's Role in Creative Processes
59:56 Final Thoughts on Getting Started with AI
Giancarlo Erra: https://www.linkedin.com/in/giancarloerra
Promethean Box Ltd: https://prometheanbox.com
Tweetify It: https://tweetify.it
CopyForge AI: https://copyforge.ai
Your Vault AI: (https://yourvault.ai)
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver speaks with Jon Stross, President and Co-founder of Greenhouse, about his journey to entrepreneurship and the attributes critical to his success. They talk about the evolution of talent acquisition technology, the importance of structured interviewing, and the changing landscape of recruitment. Bob and Jon also discuss the significance of candidate experience, the role of AI in hiring processes, and the need for organizations to commit to improving their hiring maturity. Jon also introduces the Greenhouse Verified program, aimed at enhancing candidate communication and experience, and shares insights on how companies can leverage AI responsibly in their recruitment efforts.
Keywords
Talent Acquisition, Recruitment Technology, Greenhouse, Structured Interviewing, Hiring Maturity, Candidate Experience, AI in Recruitment, Talent Landscape, Greenhouse Verified, Candidate Communication
Takeaways
Jon Stross has had a long career in software and internet products, always maintaining a learning mindset.
Greenhouse is a hiring software platform that manages the entire recruitment process.
Structured interviewing helps mitigate bias and drive fairness in hiring.
Hiring maturity is crucial for organizations to improve their recruitment processes.
The talent landscape is changing with remote work and flexible hiring options.
Greenhouse Verified highlights companies that treat candidates well, giving candidates greater confidence in employers.
AI can enhance recruitment processes but must be used responsibly.
Candidate communication is essential for a positive hiring experience.
Recruiters should focus on long-term relationships with candidates.
Existing vendors can provide AI solutions to improve recruitment efficiency.
Sound Bites
"How do you get great at hiring?"
"We help people run a structured interviewing process."
"We created an open API that made it really easy."
Chapters
00:00 Introduction to Talent Acquisition and Greenhouse
03:12 The Evolution of Recruitment Technology
05:59 Structured Interviewing and Mitigating Bias
08:59 Hiring Maturity and Organizational Commitment
12:05 The Changing Talent Landscape
15:13 Greenhouse Verified: Enhancing Candidate Experience
17:46 AI in Recruitment: Opportunities and Challenges
21:09 The Importance of Candidate Communication
23:50 The Role of AI in Hiring Processes
27:14 The Future of Talent Acquisition
30:02 Conclusion and Key Takeaways
Jon Stross: https://www.linkedin.com/in/jonstross
Greenhouse: https://www.greenhouse.com/
Talent Makers (Jon’s book): https://www.amazon.com/Talent-Makers-Organizations-Structured-Inclusive/dp/1119785278
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob Pulver speaks with Tyler Fisk, who is currently the co-founder of two AI consultancies, Light Magic AI and Galactic Ranch, where they design, build, and implement customized AI solutions. Tyler has a knack for seeing what’s next and seizing opportunities, and his backstory is really interesting. Bob and Tyler talk about the evolution of AI in business, the importance of responsible AI practices, and AI’s potential transform workflows and knowledge work with AI agents. They discuss the challenges and opportunities presented by AI, including its impact on employment and the future of education. Tyler shares insights from his experiences with various AI projects, emphasizing the need for customization and ethical considerations in AI development. The conversation highlights the importance of AI literacy and the potential for AI to help solve many challenges facing organizations of all sizes. It's a longer episode than usual, but well worth your time. And if you are doubting whether AI can handle some of your unique use cases, this episode is a must listen.
Keywords
AI, agents, agentic workflows, automation, entrepreneurship, education, responsible AI, employment, technology, innovation
Takeaways
AI is transforming business workflows and knowledge work.
Customization of AI solutions is crucial for effectiveness.
Responsible AI practices are essential for ethical development.
AI can help scale businesses and improve efficiency.
Education systems need to adapt to incorporate AI.
The future of work will involve collaboration with AI.
Understanding AI literacy is vital for professionals.
AI has the potential to address global challenges.
Ethics in AI development must be prioritized.
The pace of AI advancement requires continuous learning.
Sound Bites
"I want to get as many people involved in this space."
"AI can help us achieve some of those things."
"They didn't think it could be done."
"There's no time like right now to begin."
Chapters
00:00 Introduction and Background of Tyler Fisk
02:55 The Evolution of AI in Business
05:56 Understanding AI Workflows and Adoption
08:55 The Role of AI in Knowledge Work
11:50 Ethics and Responsibility in AI Development
14:57 AI's Impact on Employment and Workforce Dynamics
17:53 The Future of AI and Education
20:51 Agentic Workflows and Real-World Applications
24:11 The Importance of Customization in AI Solutions
26:56 Final Thoughts on AI's Potential and Challenges
Tyler Fisk: https://www.linkedin.com/in/tyfisk
Light Magic AI: https://www.lightmagic.ai/
Maven course: https://maven.com/sara-davison/scale-with-aiworkflows-foundations
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
In this episode of Elevate Your AIQ, host Bob Pulver speaks with Beth White, founder and CEO of MeBeBot, about the evolution of employee experience and the role of technology in enhancing workplace communication. Beth shares her journey from HR to tech, emphasizing the importance of understanding employee needs and creating a seamless experience through platforms like MeBeBot. The conversation delves into the significance of feedback loops, trust in AI solutions, and the necessity of data governance in the integration of AI in the workplace. In this conversation, Beth White and Bob Pulver discuss the foundational capabilities necessary for successful AI projects, the importance of user permissions, and the evolving landscape of AI regulations. They emphasize the need for trust and responsibility in AI usage, as well as the importance of elevating AI literacy through curiosity and experimentation. The discussion highlights the complexities of navigating AI in the workplace and the potential for significant changes in how organizations operate.
Keywords
Employee Experience, AI Solutions, MeBeBot, HR Technology, Feedback Loops, Data Governance, Trust in AI, Employee Communication, Digital Transformation, Workplace Innovation, AI, data governance, responsible AI, user permissions, AI regulations, ethical AI, AI literacy, trust in AI, AI tools, innovation
Takeaways
Beth White transitioned from HR to tech due to burnout.
Employee experience is crucial for customer satisfaction.
Feedback loops are essential for trust in AI solutions.
AI must be accurate to build user trust.
Data governance is fundamental for AI integration.
Foundational capabilities around data maturity are essential for AI success.
User permissions and data access are critical in AI interactions.
The future of work may shift towards employee-controlled data.
AI regulations are emerging from societal needs and pressures.
Balancing innovation with responsibility is a key challenge in AI legislation.
Trust in AI is a two-way street between employers and employees.
Everyone has a role in ensuring responsible AI usage.
Navigating AI complexities requires structured support and guidance.
Curiosity and experimentation are vital for improving AI literacy.
Practical use cases can help individuals become more comfortable with AI tools.
Sound Bites
"I was burnt out."
"How do you remove the barriers?"
"It's about the employee experience."
"Foundational capabilities are key for AI success."
"User permissions are crucial in AI interactions."
"The future of work could be entirely different."
Chapters
00:00 Introduction to Employee Experience and Technology
03:01 The Evolution of Employee Experience
06:10 MeBeBot: Bridging Gaps in Employee Communication
08:57 Feedback Loops and Trust in AI Solutions
12:08 Navigating AI and Employee Needs
15:03 The Importance of Accuracy in AI Responses
18:07 Data Governance and AI Integration
21:12 Future of AI in Employee Experience
29:59 Foundational Capabilities for AI Success
36:04 Navigating AI Regulations and Legislation
41:59 Trust and Responsibility in AI Usage
49:58 Elevating AI Literacy and Curiosity
Beth White: https://www.linkedin.com/in/whitebeth
MeBeBot: http://www.mebebot.com
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
In this episode of Elevate Your AIQ, host Bob Pulver speaks with Andrew Whyatt-Sames, Co-founder of Uptake AI, a boutique consultancy focused on AI literacy in organizations. Andrew has had a very interesting and certainly non-linear career path, from broadcaster to comedian to leadership development executive. Bob and Andrew discuss the transformative impact of generative AI on organizations, emphasizing the importance of leadership, culture, and compassion in successfully integrating AI into the workplace. Andrew shares insights on the necessity of AI literacy, responsible AI practices, and the five C's of effective AI leadership: communication, culture, capability, compassion, and collaboration. The conversation highlights the need for organizations to prepare for the future of work where AI and human collaboration will be essential.
Keywords
AI, organizational psychology, leadership, generative AI, responsible AI, culture change, AI literacy, compassion, technology adoption, workplace transformation
Takeaways
AI is revolutionizing productivity in organizations.
Leadership must embrace AI to drive adoption.
Compassion is crucial in managing AI transformation.
Organizations need to foster a culture of innovation.
AI literacy is essential for all employees.
Responsible AI practices must be prioritized.
The five C's of AI leadership are vital for success.
Understanding AI tools enhances ethical use.
Collaboration between HR and IT is necessary for AI integration.
Organizations should prepare for the future of work with AI.
Sound Bites
"There's a massive productivity increase here."
"If you're a leader and you go ‘get using AI!’, that's really lacking in compassion."
“There's a massive job to do…to get their data ducks in a row before they can even start.”
"We need to maintain empathy."
Chapters
00:00 Introduction to Andrew Wyatt-Sames and His Background
03:01 The Role of AI in Organizational Development
05:57 Leadership and AI Adoption
08:57 Cultural Readiness for AI Integration
11:55 The Importance of Compassion in AI Transformation
15:03 Navigating Responsible AI Practices
18:13 The Five C's of AI Leadership
20:53 The Future of AI and Human Collaboration
24:13 Practical Tips for AI Utilization
27:07 Conclusion and Final Thoughts
Andrew Whyatt-Sames: https://www.linkedin.com/in/andrewwhyattsames
UptakeAI: http://uptakeai.co.uk/
For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Sultan Saidov, Co-founder and President of Beamery, sits down with Bob to discuss the impetus for starting the company and the evolution of AI in talent management. Sultan highlights the need for identifying and developing potential in employees, as well as the importance of transparency and information in making career choices. He also emphasizes the role of AI in talent risk management and the shift towards treating talent like customers. Bob and Sultan discuss the challenges of integrating talent intelligence and people analytics and the potential for generative AI in improving data accessibility and decision-making. The conversation explores the challenges and opportunities of using AI in HR and the importance of Responsible AI. Sultan discusses the need for AI models to fail safely and the importance of data safety and security. He highlights the legal review required for HR use cases and the slow adoption of AI in the HR industry. The conversation also touches on the value of integrating AI into existing platforms and the potential for AI to provide guidance and insights. The discussion concludes with a focus on the importance of Responsible AI, including bias auditing and transparency.
Keywords
talent management, AI, potential, transparency, career choices, talent risk management, talent intelligence, people analytics, generative AI, AI in HR, responsible AI, data safety, legal review, AI adoption, integrating AI, guidance and insights, bias auditing, transparency
Takeaways
Identifying and developing potential in employees is crucial for talent management.
Transparency and information are essential for making informed career choices.
AI can play a significant role in talent risk management.
Integrating talent intelligence and people analytics can lead to better decision-making.
AI models in HR should be designed to fail safely and prioritize data safety and security.
Integrating AI into existing platforms can unlock the full potential of AI and provide a seamless user experience.
AI can provide guidance and insights, going beyond task execution to help users ask better questions and make more informed decisions.
Responsible AI practices, such as bias auditing and transparency, are crucial in ensuring fair and ethical outcomes in HR.
Sound Bites
"Making career choices available to people, not just simpler, but fairer."
"Creating more information transparency and solving asymmetries."
"Redeploying and training employees is financially more efficient than hiring new people."
"We're trying to make very particular interactions that our products and AI models already serve work in a much easier and more seamless way."
"What extra insights can we show that give you guidance? For example, can we tell you that before you post this role, consider removing these requirements in order to not be at risk."
Chapters
00:00 Introduction and Background
07:47 Transparency and Information
10:48 Talent Risk Management
16:16 Integrating Talent Intelligence and People Analytics
20:12 Generative AI and Data Accessibility
27:54 Challenges and Opportunities of AI in HR
31:13 AI as a Guide for Better Decision-Making
33:01 Injecting Nudges and Concepts with Digital Adoption Platforms
36:03 Building Trust in AI Platforms
38:55 The Role of Responsible AI in HR
Sultan Saidov: https://www.linkedin.com/in/sultanmurad/
Beamery: https://beamery.com
For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Bob chats with veteran learning and development (L&D) expert Josh Cavalier about his background and journey in L&D and his transition into focusing on Generative AI as both the subject and copilot for learning. They discuss the potential impact of AI on L&D professionals, the L&D space overall, and the need to adapt to new technologies. They explore the role of AI in content creation, coaching and mentoring, and the importance of human oversight. Bob and Josh further discuss a variety of related topics, including the challenges and risks of adopting AI, the need for responsible design and use of AI, the lack of AI training in organizations, the rapid changes in AI tools and technologies, the role of AI as a creative co-pilot, the slow adoption of AI in education, and the need for individuals to develop their 'AIQ' through hands-on experience.
Keywords
AI, generative AI, learning and development, L&D professionals, content creation, human oversight, technology, job displacement, upskilling, human performance, efficiency, productivity, collaboration, analytics, AI applications, culture of innovation, risk mitigation, AI adoption, responsible AI, AI training, AI in education, AIQ
Takeaways
L&D professionals need to adapt to the changing landscape of AI and embrace new technologies to enhance their work.
The role of L&D professionals is evolving towards becoming human performance analysts who orchestrate learning journeys and measure their effectiveness.
The adoption of AI in L&D is varied, with some professionals fully embracing it, while others have concerns about ethics and bias.
Organizations need to have a culture of innovation and a willingness to assess and mitigate the risks associated with AI implementation.
Adopting AI comes with challenges and risks that need to be addressed through responsible design and use of AI.
Many organizations lack AI training programs, which may be due to the rapid changes in AI tools and technologies.
AI can serve as a creative co-pilot in fields like animation, providing efficiency gains while allowing artists to showcase their creativity.
The adoption of AI in education is slow, but there are efforts to incorporate AI into curriculums and support students in using AI as a learning tool.
Individuals can elevate their AIQ by actively engaging with AI tools, experimenting with prompt design, and building a personal relationship with technology.
Sound Bites
"Our job is to align the business to human performance."
"Technology fails and you have to have a human in the loop, a human backup."
"The next couple of years are absolutely going to be wild as these businesses realize that they're all going to one endpoint."
"There's a lot of challenges and risks and that's probably a large reason why a lot of companies haven't set up actual AI strategy and policy yet."
"Responsible design and use of AI should be part of compliance training, just like data privacy and cybersecurity."
Chapters
00:00 Introduction and Background
06:37 Josh's Journey in L&D and AI
08:19 Job Displacement and AI Applications
10:30 The Changing Role of L&D Professionals
13:15 Orchestrating Learning Journeys with AI
15:24 Convergence of AI Technologies and M&A Activity
17:21 Adoption of AI in L&D and the Importance of Culture
20:00 Challenges and Risks of AI Adoption
22:56 The Lack of AI Training in Organizations
26:30 The Rapid Changes in AI Tools and Technologies
29:23 AI as a Creative Co-Pilot
39:13 The Slow Adoption of AI in Education
47:15 Elevating Your AIQ: Hands-On Experience with AI
Josh Cavalier: https://www.linkedin.com/in/joshcavalier
Josh’s website: https://www.joshcavalier.com/
BRAINPOWER Weekly AI Training Show: https://www.youtube.com/joshcavalier
For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com -
Benji Encz, CEO and Co-founder of Ashby, discusses the background and development of the all-in-one recruiting platform. He explains that the inspiration for Ashby came from his experience as a director of engineering, where he faced pain points with existing tools in the space, particularly around data and reporting, as well as scheduling coordination. Benji saw an opportunity to build a new platform from scratch that addressed these issues and incorporated modern recruiting operations, data analytics, and automation. While initially targeting early-stage companies, Ashby is now expanding to serve enterprise-level customers. Bob Pulver and BenjI discuss the use of automation and AI in the talent acquisition process. They explore the benefits of automation in scheduling interviews and coordinating the hiring process. They also discuss the importance of setting realistic expectations in product development and the value of delivering features iteratively. BenjI shares his thoughts on the potential of AI in areas such as candidate sourcing and matching. They also touch on the need for individuals to embrace learning and adapt to new technologies in order to elevate their AIQ.
Keywords
recruiting platform, Ashby, software engineering, data and reporting, scheduling coordination, recruiting operations, data analytics, automation, ATS, CRM, sourcing, AI capabilities, decision-making, fairness, quality of hire, interview intelligence, scheduling efficiency, automation, AI, talent acquisition, scheduling, product development, expectations, candidate sourcing, candidate matching, learning, AIQ
Takeaways
Ashby was developed to address pain points in the recruiting space, particularly around data and reporting, as well as scheduling coordination.
The platform incorporates modern recruiting operations, data analytics, automation, and features of an ATS, CRM, and sourcing tool.
AI capabilities are being incorporated thoughtfully, focusing on areas such as outbound personalization, advanced candidate search, and resume review assistance.
The goal is to improve the efficiency and fairness of the recruiting process, providing a better experience for both recruiters and candidates.
Automation and AI can greatly improve the efficiency and experience of the talent acquisition process.
Setting realistic expectations in product development is crucial, and delivering features iteratively can help avoid missed timelines and commitments.
AI has the potential to revolutionize candidate sourcing and matching, allowing for more targeted and efficient talent acquisition.
Individuals need to embrace learning and be willing to adapt to new technologies in order to stay competitive in the future of work.
Sound Bites
"Recruiting operations was becoming a thing. Teams were working more with data. People were buying more tools."
"We started with outbound personalization, which LLMs are generally really good at."
"We started with our kind of advanced candidate search, packaging that in natural language."
"What it took to get there is a lot of logic and steps and data to look at and coalesce."
"We've stayed in this more natural state of kind of evolving the product more iteratively."
Chapters
00:00 Introduction and Background
08:10 Incorporating Outbound Personalization
14:01 Improving Fairness in the Recruiting Process
23:27 Adoption of Scheduling Technology
28:14 Setting Realistic Expectations in Product Development
35:29 The Potential of AI in Candidate Sourcing and Matching
46:48 Elevating Your AIQ: Embracing Learning and Adapting to New Technologies
Benji Encz: https://www.linkedin.com/in/benjaminencz
Ashby: http://www.ashbyhq.com
For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com - Laat meer zien
