Sponsored by TalentVUU
Today, we’re talking about how AI can be effectively used in screening and interviewing candidates. AI is at the top of all of our mind these days. This is an application that hiring managers, recruiters, and other talent management leaders must know about and use effectively. Before we jump into today’s podcast, go ahead and ask yourself these two questions.
If you could expedite the interviewing and hiring process using AI, are you open to it?
How would you rate your organization’s current adoption of AI as a helpful business tool?
Let’s get started..
Meet Our Guest: John Patton
Joining us today is John Patton of TalentVUU. John is a Stanford-educated serial tech entrepreneur based in one of my favorite places, you guessed it! Seattle, Washington – not too far from me in Portland, OR. He has co-founded successful companies in multiple domains, including AI, medical devices and social media.
At TalentVUU, he leverages large language models to revolutionize candidate screening and interviews, making the process more efficient and insightful. John’s expertise and innovative approach makes him a leading voice in the integration of AI into talent management. We are happy to have him play a special role here in this conversation..
Misconceptions About AI in Hiring
What are some of the biggest misconceptions about AI interviewing?
“I’d say there’s a couple misconceptions that we’ve seen. First, many people believe that AI interviewing is something for the future, something that’s coming soon, or something that’s around the corner. That simply is not true. AI is for the here and now – we need to take advantage of using it in the present.”
“Sometimes, it’s all about getting used to something new. For instance, we all remember when the answering machine became popular. Everyone thought it was strange to leave a message for a friend or family member that wasn’t actually there. But after time, it quickly became normal. Did it completely replace humans taking a message? No. But it turns out machines could do the work of a human being and it did it pretty well.”
Client Reactions to AI
So tell us John, what was the initial reaction from managers and leaders using AI?
“The initial reaction has been really positive! We’ve had people say, “You’ve made my job fun again. AI interviewing is way better than you said it would be.” But, my favorite reaction so far was a man who pulled his wife aside just to show him how exciting it was to be using AI. So, hopefully that worked out well for him.”
Talk to us about what client pain points that you wanted to resolve when you launched TalentVUU?
“The first thing we thought of was economics. Economics can obviously be compelling. What we found with our customers that direct economic savings aren’t necessarily the primary benefit. But, what we’re finding is that AI interviews can screen somebody right when they’re interested. You don’t have to schedule a meeting with them and they don’t have to schedule a meeting with you.”
Embracing AI
After all this talk, John, what do you think is preventing leaders from using AI for their screenings and interviews?
“I’d say the biggest hang up is that people believe that in order to begin using an AI system, it will take some time. I like to tell our customers that the best way to start is by trying it out for themselves. If you are going to have a potential employee of your company use it, you might as well get a visceral understanding of how well it works and if it will be good for your organization. I always tell our customers, “I think you’ll be surprised at how well it works and you might even wish you started using it sooner.”
EDITOR’S NOTE: I hope you enjoy this episode of #WorkTrends. You can learn more about exploring the use of AI for screening and interviewing candidates for hire by reaching out to John Patton on LinkedIn.
For more information, visit TalentVUU and check out our other episodes on Apple Podcast and Spotify.
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