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Elevate Your AIQ

Elevate Your AIQ

Di: WRKdefined Podcast Network
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A proposito di questo titolo

 Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.All rights reserved by WRKdefined Economia Gestione e leadership Management
Episodi
  • Ep 115: Humanizing the Hiring Experience and Earning Candidate Trust with Jerry Jao

    Ep 115: Humanizing the Hiring Experience and Earning Candidate Trust with Jerry Jao
    Apr 24 2026
    Bob Pulver is joined by Jerry Jao, CEO of Employ, who brings a perspective shaped by years of building AI-driven consumer personalization before turning that lens on hiring. Jerry shares how he is restructuring Employ for greater agility, how Pillar's interview and screening companions are reducing friction for job seekers and recruiters alike, and why the surge in AI-assisted applications is complicating matching on both sides. He also addresses candidate fraud and deepfakes, and explains how Employ's IBM partnership helps reduce bias and hallucinations across nearly 100 million applications processed annually. Keywords Jerry Jao, Employ, Lever, JazzHR, Pillar, interview intelligence, screening companion, talent acquisition, candidate experience, AI bias, responsible AI, IBM, deepfakes, candidate fraud, AI literacy, two-sided marketplace, organizational design, hiring technology Takeaways Jerry's background in AI-powered personalization at Retention Science informs his approach at Employ, viewing both job seekers and hiring managers as people deserving a more thoughtful, personalized process Employ processed nearly 100 million applications last year, with some roles receiving two to three thousand submissions, making meaningful evaluation a serious operational challenge Pillar's interview and screening companions are being integrated platform-wide to improve TA accuracy and give recruiters measurable time back in their day Responsible AI is a strategic priority, with IBM as a thought partner on model bias, hallucinations, and protecting candidate data at scale Candidate fraud, including deepfakes and multiple identity submissions, is an emerging risk Employ is working to detect earlier in the funnel AI-optimized resumes are eroding the signal value of traditional screening, making interview intelligence increasingly critical Quotes "What I'm most excited about is creating a more effective process for people to provide for their loved ones by getting to their dream jobs." "We want to help our TA team get home a little sooner, or take a 30-minute mental break if AI can help get that time back in their day." "Hiring managers are telling us people sound incredibly amazing, but once they get on the call, it's a little different." "We're all people at the end of the day, so how do we personalize the experience so no one feels overlooked?" "It's almost as big a change as when the internet first arrived. We're in a very uncertain and unprecedented time." Chapters 00:02 Welcome and introductions 02:03 From consumer personalization to talent acquisition 04:55 Building a human-centered hiring marketplace 07:16 AI on both sides: the cat-and-mouse dynamic in recruiting 09:24 Restructuring Employ for agility and accountability 14:12 Screening companion, talent fit, and processing 100 million applications 20:40 Candidate fraud, deepfakes, and emerging hiring risks 22:07 Responsible AI and the IBM partnership 30:38 AI literacy in job descriptions and skills assessment 34:54 Jerry's new podcast and the future of TA storytelling 39:02 Navigating workforce uncertainty in the AI era 41:12 Closing reflections and Employ research reports Jerry Jao: https://www.linkedin.com/in/jerryjao Employ: http://www.employinc.com For advisory work and marketing inquiries: Bob Pulver:⁠⁠ https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ https://elevateyouraiq.com⁠⁠⁠Substack: ⁠https://elevateyouraiq.substack.com⁠
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    44 min
  • Ep 114: Redesigning Work and Workforce Strategy for the Agentic Era with Paul Rubenstein

    Ep 114: Redesigning Work and Workforce Strategy for the Agentic Era with Paul Rubenstein
    Apr 17 2026
    Paul Rubenstein, Chief Evangelist and Talent Strategist at Visier, brings deep expertise in people analytics and workforce strategy to this wide-ranging conversation with Bob Pulver. He introduces a three-curves framework for CHROs navigating AI: the human-machine efficiency frontier, the ROI curve, and the humanity index. The discussion explores why workforce planning is having a long-overdue resurgence, and how HR can use AI-powered analytics to reach managers proactively rather than waiting for them to come to HR. Bob and Paul also examine the courage gap in AI adoption, the governance tension between restricting data and enabling better AI answers, and the design-plan-operate mindset required to truly transform work. Keywords Paul Rubenstein, Visier, people analytics, workforce planning, CHRO, human-machine efficiency frontier, ROI curve, humanity index, agentic AI, MCP server, intelligent service delivery, governance, data strategy, organizational design, courage gap, talent strategy, future of work Takeaways • CHROs should track three curves: the human-machine efficiency frontier, the ROI curve on AI investments, and a humanity index covering talent density, engagement, and culture. • Most organizations are stuck in the "gym membership phase" — distributing AI tools without redesigning work — and real returns require intentional deconstruction and reassembly of jobs. • The courage gap is real: employees need to see self-disrupting behaviors modeled and rewarded before they willingly give up tacit knowledge to train agents. • MCP servers enable systems-to-systems intelligence that can give managers contextual, proactive insights in the flow of their work — without them ever having to engage HR directly. • Workforce planning is entering a golden age, requiring continuous, real-time, multi-dimensional design that mirrors how finance operates with FP&A. • AI governance needs to shift from restricting data by default to securing personal accountability for use — otherwise AI answers will remain narrow and biased. • When all companies have access to the same agents, people and culture will again be the differentiator — making the humanity index a strategic, not just a moral, priority. Quotes • "The floor for the tools we expect at work has just risen. AI is one." • "You can't lay off a hand or an arm to recover your technology investment." • "I want my workforce plan to be as easy as Google Maps — give me traffic updates and help me reroute." • "Sameness does not yield greatness in a talent strategy." • "Don't rely on your company for your career. You are responsible for staying relevant." • "Just because you can automate something doesn't mean you should." Chapters 00:02 Welcome and introductions 00:53 Paul's career journey and obsession with HR's untapped potential 05:05 How AI is changing the analyst role and collapsing distance to insight 06:50 The three curves framework for CHROs navigating AI adoption 10:46 Strategic work planning vs. workforce planning and the agentic org chart 14:11 Manager evolution in a human-agent workforce 16:33 The gym membership phase and why job redesign is the real unlock 19:39 The courage gap and cultural conditions for AI adoption 23:29 Protecting durable human skills and doing the hard things 26:50 AI governance and the tension between data restriction and answer quality 31:38 MCP servers and the future of intelligent HR service delivery 38:54 Orchestration layers and proactive manager engagement 45:50 How analytics builds HR's strategic credibility 47:03 AI as first mate and the case for continuous workforce planning 51:52 Closing thoughts on staying human-centric and owning your career Paul Rubenstein: https://www.linkedin.com/in/paulrubensteinhr Visier: https://visier.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
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    55 min
  • Ep 113: Leading with Business Strategy to Deliver Sustainable AI Value with Charlene Li

    Ep 113: Leading with Business Strategy to Deliver Sustainable AI Value with Charlene Li
    Apr 10 2026
    Charlene Li, analyst, author, and disruptive leadership expert, returns to Elevate Your AIQ to discuss with Bob her newly released book Winning with AI, co-authored with Dr. Katia Walsh. Charlene makes the case that most organizations are failing with AI because they treat it as a technology initiative rather than a strategic one — and lays out a 90-day, 12-step framework for building a foundation that creates real enterprise value. The conversation revisits themes from her Fall 2024 appearance, including responsible AI and the human-AI partnership, and explores how the landscape has evolved. Key topics include AI fluency as an organizational imperative, workforce reinvestment over workforce reduction, and the emerging concept of integrated intelligence — where human and AI capabilities combine to create something genuinely superhuman. Keywords Charlene Li, Winning with AI, Katia Walsh, AI strategy, AI fluency, AI literacy, integrated intelligence, superhuman worker, workforce planning, reskilling, pilot purgatory, responsible AI, ethical AI, governance, human centricity, talent transformation, future of work, organizational disruption, values-based AI, co-intelligence Takeaways Lead with business strategy, not AI technology — the question is never "what can we do with AI?" but "how can AI help us accomplish what we're already trying to do?" AI fluency, not just literacy, is the goal — fluency means reaching for AI naturally, trusting it, and using it to learn how to use it better, like chopsticks becoming second nature Organizations stuck in pilot purgatory are procrastinating real decisions — pilots give everyone an excuse not to commit, and that dooms projects from the start Successful examples show a better path: use AI to raise workforce quality first, then expand customer value, then reinvent the business entirely Reskilling requires both organizational imagination and honest values — the IKEA story turned 8,500 displaced service reps into a $1B design business Integrated intelligence combines AI's speed and scale with uniquely human traits — empathy, judgment, intuition, self-reflection, and wisdom — to create superhuman capability AI fluency in hiring is shifting from a red flag to a baseline expectation — how candidates use AI reveals curiosity, creativity, and adaptability far better than traditional interviews Responsible AI governance done right isn't a compliance burden — a gold-standard internal policy means regulation becomes a checkbox, not a crisis Quotes "You don't need an AI strategy — you already have a business strategy. Figure out what of your business strategy could really be impacted with AI." "Automating a broken process is the definition of madness. Because of AI, could we do this in a completely different way?" "AI can only be as creative as your questions are. It can only be as empathetic as you are." "We should stop doing pilots. It's just another way to procrastinate having to say yes or no." "The first thing they said was, we are not going to use AI to cut people. That is not the intent going in." "You aim for a higher level than any regulation would ever want. You go for the gold standard and whatever they ask of you, of course you do those things." Chapters 00:03 Welcome and guest introduction 01:27 Catching up since Fall 2024 and the impetus for Winning with AI 02:45 The 90-day framework and leading with business strategy 05:46 Reimagining work versus automating broken processes 09:22 AI fluency as an organizational imperative 14:06 Making AI practice habitual and learning in community 17:54 Embedding AI in the flow of work and escaping pilot purgatory 20:07 Workforce reinvestment and a recent case study 26:35 Reskilling, redeployment, and the IKEA story 29:54 Getting C-suite and boards to embrace a human-centric approach 33:38 Starting with customers and thinking beyond efficiency 38:30 Building AI fluency fast and making the investment 41:38 AI fluency in recruiting and hiring for AI capability 47:52 Integrated intelligence and the rise of the superhuman worker 50:42 From individual productivity to team and organizational impact 52:14 Values-based AI and imbuing organizational values into AI systems 55:53 Responsible and ethical AI as a strategic advantage 59:38 Goldilocks governance and the 90-day blueprint 01:00:21 Closing thoughts and book information Charlene Li: https://www.linkedin.com/in/charleneli “Winning With AI”: https://winningwithaibook.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
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    1 ora e 1 min
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