Mark Simpson, Founder and CEO of Pillar, joins Bob Pulver to discuss the evolution of AI in HR and the challenges in the interview process. Mark highlights the importance of mitigating human bias by making interviews more efficient, effective, and equitable. He explains how Pillar’s interview intelligence platform uses AI to guide interviews, provide interview questions, and summarize conversations. The goal is to save time for recruiters, improve decision-making, and create a more data-driven and fair interview process. The conversation explores the topic of Quality of Hire and the responsibility of Talent Acquisition as it relates to this important metric. Bob and Mark discuss the importance of considering the entire talent lifecycle, from applicant to alumni, and identifying potential issues that may lead to early employee turnover. They also touch on the use of AI in HR and the potential for AI to revolutionize the industry. The conversation concludes with a discussion on personal and organizational adoption of AI, the need for responsible use, and the importance of upskilling.
Keywords
AI, HR, interview process, efficiency, effectiveness, equity, interview insights, interview intelligence, hiring decisions, biases, data-driven, fair assessment, quality of hire, talent acquisition, talent lifecycle, employee turnover, AI in HR, AI adoption, responsible AI, upskilling
Takeaways
The interview process is a critical area where AI can make a significant impact by making it more efficient, effective, and equitable.
Pillar focuses on interview insights and intelligence to improve the quality of hiring decisions.
AI can help mitigate biases in the interview process and ensure a fair assessment of candidates.
The goal is to create a more data-driven and fair interview process that leads to better hiring outcomes.
Talent acquisition should consider the entire talent lifecycle to identify potential issues that may lead to early employee turnover.
AI has the potential to revolutionize HR, but responsible use and governance are crucial.
Personal adoption of AI is important for staying informed and prepared for the future.
Organizations should embrace AI and upskill their teams to leverage its capabilities effectively.
Experimentation and continuous learning are key to maximizing the benefits of AI.
Sound Bites
"With AI, we can understand what questions were people asked, what skills they have, how well they were interviewed, what the conversation was all about."
"AI-generated video clips can replay what people have said around their skills, enabling data-driven decision-making."
"Talent acquisition doesn't think they own quality of hire."
"AI has been around for decades, but it's been very hard to access."
"Artificial intelligence and emotional intelligence will be part of the fifth industrial revolution."
Chapters
00:00 Introduction and Background
03:04 The Evolution of AI in HR
06:26 The Challenges in the Interview Process
10:56 Focus on Interview Insights and Intelligence
14:43 Tackling Summarization and Mitigating Biases
18:11 Involving Interviewers in the Process
21:10 The Impact on Tenure and Engagement
26:11 Measuring Quality of Hire and Reducing Turnover
26:58 The Role of Talent Acquisition in Quality of Hire
32:22 The Potential of AI in HR
40:03 Personal and Org Adoption of AI
46:04 Responsible Use of AI and Upskilling
Mark Simpson: https://www.linkedin.com/in/markjsimpson
Pillar: https://pillar.hr
AI-Generated Interview Guide (skills-based interview questions to ask based on your JD)
Job Description Analyzer (inclusive language, excessive jargon, etc.)
Aptitude Research Report (The Impact of Interview Intelligence on Speed, Fairness, & Quality of Hire)
Blog: One In Four Interviews Are Biased
For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
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