Psych Tech @ Work

"We’re generating assessments faster than ever, but our real test is ensuring that these tools are fair and reliable across diverse candidate groups."–Louis HickmanIn this episode I welcome my friend, super dad, and ex- professional wrestler Louis Hickman for a killer conversation about the ins and outs of using LLMs to create and score assessments.Louis is a professor at Virginia Tech specializing in research on AI and large language models in assessment and hiring processes.  He knows a thing or two about this stuff and we waste no time tackling some really great topics centering around the cutting edge of research and practice on the subject of LLMs and assessments.This is a must listen episode for anyone developing, or considering developing, LLM based assessments. Or anyone who wants to educate themselves about how LLMs behave when asked to be I/O psychologists.Topics Covered:* LLMs in Assessment Center Role-Plays:* Using LLMs to simulate realistic role-play scenarios for assessments, with the challenge of ensuring consistent, replicable candidate experiences.* Evaluating Open-Ended Text with LLMs:* How LLMs score open-ended responses and the observed biases, especially when diversity prompts only partially reduce disparities.* Consistency in AI Scoring:* Ensuring LLMs apply scoring criteria consistently across diverse candidates and settings.* Applicant Reactions to AI Interviews:* How candidates perceive AI-driven interviews, with many expressing discomfort due to the perceived inability to influence AI decisions compared to human interactions.* Predicting Responses to Assessment Items:* The potential for LLMs to predict candidate responses without actual data, though accuracy remains limited by model training and inherent biases.* Impact on Academic Research:* LLMs' influence on research publications, with concerns over AI tools favoring self-generated content and potentially amplifying biases in academic discourse.Listen to the episode to hear the skinny on these topics and more!And of course we have fun with this episode’s “Take it or Leave it” articles.Article 1 “The Impact of Generative AI on Labor Market Matching.” An MIT Exploration of Generative AI”, explores the use of LLMs on matching job seekers and employers.Article 2Four Singularities for Research: The Rise of AI is Creating Both Crisis and OpportunityIn this article from Ethan Mollick’s Substack blog One Useful Thing discusses the positive and negative impact of LLMs on academic research. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Meghan: "Skills are the driver of the future of work. Without validation, there’s no trust, and without trust, you can’t make decisions based on skills."In this episode of Psych Tech @ Work I welcome my new friend Meghan Raftery who is an Education Designer and skills validation expert who works at Educational Design Lab - a community that is dedicated to doing skills based hiring the right way by ensuring that skills are verified and portable across the world of education and work.  Meghan offers a fresh perspective on skills-based hiring, microcredentialing, and how education and work can align more effectively to prepare students and workers for the future. Meghan shares her experience transitioning from K-12 education to the world of workforce development and dedicating her efforts to focusing on how to validate skills in a measurable, trustworthy way. She explains how microcredentialing can break down complex skills into smaller, demonstrable pieces that people can stack together over time to build toward larger career goals.In our conversation Meghan highlights the importance of aligning educational outcomes with workplace needs, particularly through skills validation systems that help employers trust the skills applicants bring to the table. She shares how her team uses human-centered design to create pathways for "STARS" (Skilled Through Alternative Routes) and provides practical insights into how employers can leverage these tools to open doors for candidates who may not have traditional degrees but possess the skills needed for success.Topics Covered:* Microcredentialing and Skills Validation:* Defining microcredentials and how they differ from traditional credentials by breaking down skills into smaller, measurable units.* The concept of stackable credentials, where individuals can build a portfolio of verified skills over time.* Human-Centered Design in Education:* The importance of involving the people closest to the problem in designing solutions for skills validation.* How Education Design Lab connects learners, educational institutions, and employers to design skills validation systems that work for all stakeholders.* Skills-Based Hiring and Employer Engagement:* Challenges employers face in trusting non-traditional credentials.* How companies can work with organizations like Education Design Lab to ensure they receive reliable, validated skills signals from job applicants.Takeaways:* Trust Through Validation: For skills-based hiring to succeed, employers need validated evidence of skills, not just resumes or self-assertions.* Microcredentials Build Careers: Breaking down skills into smaller, stackable microcredentials allows learners to build toward larger career goals in a personalized way.* Human-Centered Design: Involving those closest to the problem—whether students, job seekers, or employers—ensures that the solutions developed are relevant and effective.* Collaboration Is Key: Employers, educators, and governments must collaborate to build systems that bridge the gap between education and the workforce, ensuring skills are verified and trusted. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"The real challenge isn't just defining skills, but creating a system where hiring criteria and performance criteria align—where your hiring approach is integrated into your company’s everyday operations."—Matthias SchmeisserSummary:In this episode of "Psych Tech @ Work," I am joined by Matthias Schmeisser, a talent acquisition leader from Berlin Germany who is passionate about skills based hiring.  Much of our conversation is focused on sharing Matthias’ experience on the path to transforming his company's talent acquisition approach by implementing a skill-based system that ensures alignment between hiring and performance criteria. Matthias highlights the importance of creating a skill-led organization, where every role is assessed and hired based on well-defined skills rather than previous experience or degrees. This episode is a must listen for anyone who is interested in executing a skills based hiring process in their organization.Topics Covered:* Skills-Based Hiring:* Moving away from resumes and focusing on validated, functional, and core skills.* Designing a skill-based career framework that integrates hiring and performance management* Bias Reduction in Hiring:* The pitfalls of "pedigree recruiting" and years of experience as a performance proxy.* How skill-based hiring helps reduce bias and increases the quality of talent.* The Role of Technology:* Leveraging tech tools to assess both functional and social skills while enhancing decision-making.* Using interview intelligence tools to improve interviewer training and ensure consistency in the assessment process.Takeaways:* Replace Resumes with Skills: Resumes introduce bias into the hiring process. Focus on specific, validated skills to make more objective hiring decisions.* Align Hiring and Performance Criteria: Create a consistent framework where the skills used in hiring are the same as those used to assess performance, ensuring seamless integration across the employee lifecycle.* Use Technology Thoughtfully: Tools like interview intelligence and skill assessments can help make the hiring process more efficient and less biased while providing meaningful data to inform decision-making.* Start Small: Implement skills-based hiring on a smaller scale before scaling up. Prove the model works by piloting it with key roles and using the results to drive broader adoption.Articles Discussed in the "Take it or Leave it" Segment:Matthias and I review two articles about tech and skills based hiring and share our takes.Article 1: Problems with “Botshit”- what does this mean for recruiting?* Summary: This article from Business Insider explores the frustrations caused by AI chatbots in customer service. Matthias and Charles discuss the limitations of bots in replicating human interaction and the importance of maintaining quality control when using AI in customer-facing roles.Article 2:  The realities of connecting skills based hiring and education- new infrastructure is needed* Summary: A Forbes article discussing the disconnect between the education system and the workplace, particularly regarding how skills-based hiring may render traditional degrees less relevant. Matthias and Charles debate the need for both higher education and skills verification, particularly in highly specialized fields like medicine. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"In the absence of trust, people will disengage. No amount of technology or process can replace the human need for belief and belonging."-Julian StoddThis episode is a must listen for those looking to expand their ideas about leadership, technology, and the psychology of work!In this episode of "Psych Tech @ Work," I welcome Julian Stodd, founder of Sea Salt Learning and prolific author whose work challenges conventional views on leadership, work, and technology, by looking at them through new paradigms.  Our conversation was refreshing because Julian offered thoughtful reframing of my ideas about psychology in the workplace that are worth noting.    In our conversation Julian reframes the way we think about the evolving workplace, focusing on the shift from traditional hierarchical structures to social leadership and distributed power. His perspectives offer a compelling critique of the conventional social contract between organizations and employees, arguing that this contract has been fundamentally broken by modern work dynamics.Julian highlights the role of technology, particularly AI, as a tool that both amplifies and disrupts traditional power dynamics within organizations. He also emphasizes the need for organizations to adapt, not just by automating tasks but by fostering trust, belief, and a sense of belonging to truly engage employees. This conversation is a powerful reminder that organizations must evolve beyond transactional relationships and embrace the social elements that drive real engagement and productivity. Throughout the episode, Julian emphasized the critical balance between formal organizational structures and the informal, social dynamics that truly drive engagement and innovation. He suggested that many organizations over-rely on formal systems—hierarchies, policies, and processes—while underestimating the power of social structures, such as networks of trust, influence, and collaboration.Julian repeatedly showed me a new way to look at my ideas about the psychology of the workplace.  For instance:The Traditional Leadership Model:* I Mention: I spoke about the role of leaders in providing clear direction and overseeing teams to ensure productivity.* Julian’s Reframe: Julian challenged this conventional view, arguing that leadership in the modern era should be about social authority rather than formal hierarchy. He explained that leadership is increasingly granted by the community based on trust and belief, not just a title or position, and that successful leaders must earn this trust by engaging meaningfully with their teams.The Psychological Contract Between Employers and Employees:* I Mention: The importance of the traditional idea of the psychological contract as a way to understand the employer-employee relationship, where employees trade their time and skills for compensation and job security.* Julian’s Reframe: Julian reframed this concept by stating that the traditional social contract has been broken. He argued that organizations need to move beyond seeing employees as resources or commodities. Instead, they should recognize that people are investing their belief and engagement in return for trust, growth, and belonging. Julian emphasized that organizations must rethink this relationship to thrive in the modern, social age.The Importance of Individual Differences:* I mention: The importance of the concept of individual differences, focusing on the traditional scientific approach that measures and assesses traits like personality, intelligence, and abilities to predict workplace behaviors and outcomes.* Julian’s Reframe: Julian suggested a shift away from solely focusing on the science of individual differences as fixed traits to considering individuals as dynamic and adaptable within social systems. He argued that while the science of individual differences is important, it often overlooks the relational and contextual factors that influence behavior. Julian emphasized that people are shaped by their environment, relationships, and the social dynamics they are part of. He proposed that instead of just measuring traits in isolation, organizations should focus on understanding how individuals interact with the system around them and how they can grow and evolve within that system."Take it or Leave it":  Julian and I give our opinions on articles that suggest a declining need for human workers in the workplace of the future.* "AI-Powered Companies with No Employees Coming Soon"* Summary: This article from Sifted discusses the rise of fully autonomous companies that leverage AI agents to run without employees. While the article presents a futuristic view of e-commerce and automation, Julian and Charles critique its narrow focus and overhyped narrative, emphasizing that while AI may automate some functions, people will remain central to innovation and decision-making.* "The Rise of Autonomous Enterprises"Summary: This article from HFS explores how data-driven decision-making and automation are shaping the future of organizations. Julian and Charles discuss the potential for organizations to become more efficient through data governance and AI, but caution that organizations still need human judgment and emotional engagement to make meaningful decisions. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

“The challenge isn’t just identifying skills, but ensuring the data is validated, diverse, and reflective of real-world performance."Greg GasperinSummary: My guest for this episode is Greg Gasperin, CEO and Co-Founder of Merify, a skills data verification platform.  Greg and I discuss the future of skills-based hiring, which we both agree requires a shift from traditional resumes and degree-based qualifications to more dynamic and validated assessments of a candidate’s Skills.  We discuss the fate of the skills based hiring movement as inexorably bound to the ability to have meaningful, quality evaluation of skills that is based on direct input from humans.   Greg discusses the genesis behind Merify based on the need for continuous feedback, data integrity, and community-based validation as essential components of modern talent evaluation. Of course we also also cover the role of AI in automating skill taxonomy updates, ensuring that assessments remain relevant and aligned with industry trends.  Topics Covered:Skills-Based Hiring:Moving beyond traditional resumes and degree requirements to more accurate, validated skill assessments.The importance of diverse, peer-reviewed feedback in creating a trustworthy skills database.Community-Based Skill Validation:The role of continuous feedback and real-world performance data in building a dynamic skill assessment system.How internal talent management can foster trust in skills data before expanding to external hiring.AI in Skill Taxonomies:Leveraging AI to maintain up-to-date skill taxonomies and adapt to changing industry demands.Balancing efficiency with transparency and explainability in AI-driven decision-making.Takeaways:Trust in Data: A reliable skills-based hiring system requires validated, peer-reviewed data that accurately reflects a candidate's real-world abilities.Continuous Feedback: Regular, diverse feedback is essential for maintaining the accuracy and relevance of skill assessments.AI for Agility: AI can automate skill taxonomy updates, helping companies stay current with evolving industry needs.Start with Internal Trust: Focusing on internal talent management builds confidence in the system, paving the way for its broader application in external hiring.Transparency and Validation: A transparent, explainable system for skill validation is crucial to mitigating biases and fostering trust in AI-driven hiring decisions.Articles Discussed in the "Take it or Leave it" Segment:"Leveraging Professional Education as a Bridge Between School and Career"Summary: This article from Fast Company explores the gap between academic learning and practical application in the workplace, emphasizing the need for higher education to incorporate more professional training to better prepare students for their careers.Discussion: Greg and Charles discuss the importance of exposure to various career paths early in education and the benefits of integrating professional skills training into higher education.Link: Fast Company Article"To Make the Most of Credentials, We Need a Better Marketplace"Summary: This article from Jobs for the Future highlights the need for a unified marketplace for credentials, where skills and credentials can be transparently evaluated and trusted by employers.Discussion: Greg and Charles talk about the importance of having a trusted, centralized system for credentialing and the role of employer buy-in for the success of a skills-based hiring approach.Link: Jobs for the Future Article This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"It's about selling objectivity, not just science. We need to make sense of the vast data around us to help businesses make better decisions."-Eric SydellSummary:In this episode of "Psych Tech @ Work," my long time friend Eric Sydell, IO psychologist, genius, and co-founder of Vero AI, joins me to discuss the transformative potential of AI in the workplace and the importance of responsible innovation. This episode offers a deep dive into the practical applications of AI in HR tech, the necessity of ethical guidelines, and how businesses can implement AI responsibly to drive innovation while mitigating risks.In our conversation we get into the brass tacks of responsible AI.But first we share some stories about our respective career journeys and life as IO psychologists here in 2024.  And how we both find peace and harmony in this crazy world by working with our hands (he builds guitars, I work on old cars).Besides talking about hobbies, my agenda for having Eric on the show was to learn more about what Eric’s company, Vero AI, is doing to help drive safe innovation with AI.Eric delves into the technical aspects of how Vero AI leverages advanced analytics and AI tools to enhance decision-making processes.  He highlights the company's unique approach to converting unstructured data into quantitative insights, enabling businesses to monitor and optimize their operations effectively.Eric emphasizes the importance of continuous output monitoring to ensure AI tools are fair, unbiased, and effective. He explains how Vero AI’s platform uses a combination of AI and rigorous scientific methods to provide comprehensive analyses of algorithmic impact, compliance, and fairness. Our discussion also covers the evolving landscape of AI regulations, the importance of aligning with these regulations, and how Vero AI assists companies in navigating this complex terrain. Eric's insights provide a detailed look at the practical applications of AI in HR tech, underscoring the balance between innovation and ethical responsibility.Takeaways:Sell Objectivity: Focus on using AI to make sense of vast data, helping businesses make better decisions based on rigorous scientific methods.Monitor AI Outputs: Continuous output monitoring is crucial to ensure AI tools are fair, unbiased, and effective.Responsible Innovation: Approach AI adoption with a rigorous, ethical mindset. Balance innovation with the responsibility to monitor and understand AI systems.Regulation Awareness: Stay informed about evolving AI regulations and work towards compliance by maintaining transparent and accountable practices.Leverage AI Thoughtfully: Use AI to enhance decision-making processes while being mindful of potential biases and ethical considerations.No show would be complete without the Take it or Leave it” Show.In this episode Eric and I discuss two interesting articles about hiring bias and regulationArticles Discussed in the "Take it or Leave it" Segment:"Colorado's New Law on Regulating Brain Implants and Neurological Tech"Summary: This article discusses Colorado’s new law aimed at regulating brain implants and other neurological technologies, focusing on data privacy and ethical concerns.Discussion: Eric and Charles debate the necessity and timing of such regulations, considering the current state of the technology and the importance of data privacy."Employers Ask, What is AI? as Regulators Probe Hiring Biases?"Summary: This article explores the confusion among employers regarding the definition of AI and the importance of evaluating adverse impact in hiring decisions, regardless of the technology used.Discussion: Eric emphasizes the need for clear definitions and the importance of focusing on outcomes rather than the specific tools used, while Charles discusses the practical implications for employers. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this discussion, Nancy Doyle, founder and CEO of Genius Within and a visiting professor, shares her expertise on neurodiversity. She emphasizes the contextual nature of disability and the need for updated diagnosis and support methods. Nancy critiques current workplace practices, calling for genuine inclusion and flexible accommodations for neurodivergent individuals. She also tackles common misconceptions, the complexities of self-identification, and the potential of technology to enhance workplace support without overshadowing personal understanding.

"It’s important to be a sponge when you're early in your career. Pick up pieces of what everybody else is doing that looks like it's working, and if it doesn't work, then you learn and grow from it." Brandon Sulzberg "Having an open mind early in your career can lead you to discover new interests and opportunities you might have otherwise overlooked." Joe Prinzevalli Summary: In this episode I welcome Brando & Joe, recent graduates from Hofstra University’s IO Psychology program and hosts of one of the most popular IO psychology podcasts- The Brando & Joe Podcast.These guys are the real deal and it is always a great experience to have fellow podcasters on the show.  There is a lot we can learn from the collective wisdom they have gained through 80 some odd episodes of their own podcast. Brando & Joe offer me (and my listeners) a fresh perspective on early careers for IOs.  We discuss how they found their current jobs and how they are applying what they learned to the world of work.  One theme that we spend a good deal of time discussing is the critical role that internships and networking play in shaping career paths, providing us experienced professionals about the importance of giving others a chance.Brandon and Joe’s adaptability, open-mindedness, and continuous learning mindset serve as a powerful reminder of the importance of staying current and flexible in a rapidly changing field. Listen in and you will probably take a relaxing stroll down memory lane and reminisce about how you got where you are today and who helped you get there.   Take it or Leave it:The “Take it or Leave it” Show for this episode included a spirited discussion of two super interesting articles:"Will Robots Take My Job?" (website that looks at the future of various jobs)Summary: This website analyzes the risk of various jobs being automated and the future job prospects for IO psychologists. It highlights the low risk of automation in IO Psychology due to the need for complex problem-solving, creativity, and interpersonal skills.Discussion: We discuss the implications of automation in IO Psychology, emphasizing the unique human elements that protect their field from being fully automated.Link: Will Robots Take My Job"The Future of IO Psychology: Adapting to AI and Technological Changes" (Linked in Article by Georgi Yankov, Pd.D.)Summary: Georgi argues that IO psychologists need to embrace AI and technological advancements to remain relevant or it will face extinction. He emphasizes the importance of multidisciplinary approaches and continuous learning.Discussion: The conversation explores the necessity of integrating AI into IO practices and the potential for rebranding the field to stay current with technological trends. Or else!Link: Future of IO Psychology This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"Organizational justice is about ensuring that every individual feels they are treated fairly and with respect in all aspects of their work. It’s not just about the outcomes they receive, but how those outcomes are decided and communicated. Fair processes and respectful treatment are fundamental to maintaining trust and equity within any organization."   -Stephen Gilliland  Summary: In this episode of "Psych Tech @ Work," Steven Gilliland, a distinguished professor and expert in organizational justice, joins me to explore the profound impact of fairness on hiring and the psychology of the workplace.  Stephen was my professor when I was in grad school at LSU, so I know him well and was lucky to have exposure to organizational justice theory during my most formative years. After taking a stroll down memory lane, we have an amazing conversation about the fundamental principles of organizational justice theory.  We discuss how perceptions of fairness in outcomes, processes, and interpersonal treatment shape employees’ attitudes and behaviors.  We talk about how organizations can ensure fair treatment during hiring and how these practices influence applicants’ decisions and organizational reputation.  We also dig into the broader implications of fairness in the workplace, emphasizing how companies can navigate challenging decisions, like layoffs, while maintaining their commitment to justice. Finally, we discuss the evolving role of technology in shaping justice perceptions in the workplace. Stephen provides insights into how AI and digital tools are transforming the landscape of organizational justice, offering both opportunities and challenges.   Take Aways:  Treat Applicants as Customers: Consider the hiring process from the applicant's perspective. Fair treatment during this phase can significantly impact their decision to join your organization and their perception of your brand. Understand the Role of Fairness in Employee Engagement: Perceptions of fairness in hiring and workplace practices contribute to overall employee engagement and satisfaction. Ensure that decisions and processes are consistently fair to foster a positive work environment. Adapt Organizational Justice to Technological Changes: As workplaces evolve with technological advancements, continuously revisit and adapt your organizational justice practices to address new challenges and maintain fairness. Respond to Difficult Situations with Empathy: During tough times, such as layoffs, how you handle the situation reveals your organization's commitment to fairness. Strive to treat affected individuals with empathy and respect, maintaining open and honest communication. Align Actions with Psychological Contracts: Be aware of the unspoken agreements between employees and employers. Violating these expectations can lead to perceptions of unfairness and affect employee loyalty and engagement. Future-Proof Your Fairness Practices: Stay ahead of emerging trends by integrating fairness into your organizational strategy. Anticipate the impact of new technologies and societal changes on your justice practices to create a resilient and equitable workplace.  Take it or Leave it Show On this week’s show we vote on these articles.  Tune in to hear our takes! "ChatGPT and the Rise of AI-Driven Conspiracy Theories"  (Source: USA Today)Summary: This article explores how advanced AI technologies, like ChatGPT, are fueling the spread of conspiracy theories. It discusses the potential for AI to amplify misinformation and the challenges in managing these effects. The article suggests that as AI becomes more integrated into everyday life, there is an urgent need for radical transparency and robust measures to combat the spread of false information.  “AI Hiring Tools May Be Filtering Out the Best Job Applicants" (Source: CNBC)Summary: This article addresses concerns that AI-driven hiring tools may unintentionally filter out qualified candidates due to biases in the algorithms or lack of transparency in decision-making processes. It highlights the growing reliance on AI for managing large volumes of applications and the need for regulations to ensure fairness and accuracy in these systems. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"Skills-based hiring isn't just removing a degree requirement from a job description. It takes a long time and serious commitment to see it through." -Matt Alder Summary:   My guest for this episode is Matt Alder, podcaster, author, consultant and futurist This is an exciting episode because it includes the first ever episode of The Take it or Leave it Show! This short segment takes place in the middle of our interview.  This is a fun segment that provides listeners with expert takes on current hot topics.  In the segment, Matt and I review two articles from the current news, share our takes on them, and give a collective thumbs up or thumbs down on it.   This week’s articles cover the topics of skills based hiring and the use of AI driven personality assessments in hiring.  Don’t miss it! In addition to Take it or Leave it, in this episode we learn about Matt’'s background in talent acquisition, his Recruiting Future podcast and his books 'Exceptional Talent' and 'Digital Talent'.  Through these efforts and Matt’s work as a top notch consultant and futurist, we discuss the hot topics that are shaping the future of hiring. Topics covered include: The definition of “digital transformation” and its impact on talent acquisitionThe role of AI in recruitment and how companies should approach the adoption of new technologiesChallenges in skills-based hiringThe importance of experimentation and innovation in recruitment, and Predictions for the future of talent acquisition in 2034. Take Aways: Embrace Digital Transformation: Companies must adjust to an increasingly digital world, understanding that digital transformation impacts all aspects of business, including talent acquisition. Digital transformation involves more than just adopting new technologies; it requires a shift in mindset to leverage these tools effectively.Foster a Future-Focused Mindset: Being open to change and continuously experimenting with new technologies is essential for staying ahead in the HR landscape. Organizations need to think beyond the current processes and explore how technology can fundamentally change their operations.Prioritize Skills-Based Hiring: While challenging, skills-based hiring can lead to a more equitable and effective recruitment process, helping organizations find and retain the right talent. This approach emphasizes the importance of assessing candidates based on their actual skills rather than traditional credentials.Enhance Candidate Experience: Providing a consumer-grade experience in recruitment processes is crucial for attracting and retaining top talent, particularly among digitally savvy candidates. The goal is to make the recruitment process as engaging and seamless as possible.Navigate AI and Automation: Understanding the potential and limitations of AI in recruitment is vital. Organizations should focus on using AI to complement human decision-making and improve efficiency without losing sight of ethical considerations.Future Hiring Trends: Matt predicts that by 2034, hiring will be highly data-driven, with advanced AI and automation playing a central role. This will lead to more personalized and efficient recruitment processes, but it will also require careful management to ensure fairness and inclusivity This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com