GenZ's Fearful of AI

[00:00:00] This week on the KumaFlex, I got a new Taylor Swift 2D from Shelly and I love it.

[00:00:05] Gen Z is more afraid of AI than boomers.

[00:00:08] AppCasts releases its 2024 recruitment benchmark report.

[00:00:15] Plus quality of hire, why no one can figure it out.

[00:00:19] Tierra with my dad and Shelly starts right now.

[00:01:25] life every day, hey, this is what it's like when you're faced with, you know, it's not that you don't want to attract people.

[00:01:26] It's when to disclose and what's the relevancy.

[00:01:28] So real breath of fresh air and speaking of wonderful job.

[00:01:33] So it turned out that Chad was unavailable to record last week.

[00:01:38] And I just wanted to say what a fantastic job you did with Joel Cheeseman on the Chad

[00:01:45] and cheese podcast. served because when you've researched these things, you're sometimes going to get served on your social media feeds. Well, I didn't physically go on sites that were like that, right? Like there were mostly news articles. So maybe I got retargeted, but I get a little bit nervous if I'm starting to get ads from like you porn and I'm like, maybe I shouldn't

[00:03:00] have done that. But it was a lot of fun. This weekend too was the Super Bowl. And so I watched the game with my new soundbar. And thank you for that. I don't know what took me so long to buy one. Honestly, what is that much better for you? Oh, my goodness. Yeah, it was really good. And because you're a teller Swift fan, so my, your girls are and Taylor's lucky number of courses 13. She loves it, right? And she loves to brag to her friends that, oh, I'm on a podcast. Yeah. And she is. Yes, she is. She's our own little celebrity. She does a really good little job and she's getting better at it too. Because we used to have to do like 40 takes to get one out.

[00:05:42] But her reading and writing is getting so good that now like she gets it.

[00:05:46] It's never more than two takes and she's nailed it. at the right time and let them be great at what they do. I know that sounds almost, I don't know, unicorns and rainbows, but seriously, when you look at the decisions that Plum made two years ago, this is not an overnight success.

[00:07:00] It is bringing on the right people at the right time.

[00:07:03] So not surprised they've had numerous awards boarded high profile clients like Deloitte, Sinoos, Health and WEG Transformers USA. Congratulations to your friends at Plum, keep on growing so you can spend more money on the recruitment flex. Right. Next in the news here that I think is newsworthy is kind of a myth buster.

[00:08:21] The idea that baby boomers are the ones to be freaked out

[00:08:26] by AI and AI is gonna steal our job. that you just mentioned. So 30% of respondents age 18 to 24 expressing fear while only 15% of those over 45 are showing no saying fears, which goes exactly to your point. But we have come through many different things like you have seen the advent of the personal

[00:09:40] computer. We have both seen the advent of elderly advice. You should not be worried about it because over the years, technology has done the opposite. It's actually created more jobs. Yeah, I wouldn't be worried about it, but it was interesting to think that baby boomers don't care or Gen X doesn't care. Yeah.

[00:11:00] The other thing we only've got 15, 20 years until we're retired,

[00:11:04] we don't have a full career

[00:11:05] and God knows how quickly it's going to change

[00:11:07] for Gen Z in the media. So local news media. And I know there's a lot of talk about mainstream media, but growing in a very small town, our local news was so critical to us, right? It's what creates community in a lot of ways is that local news.

[00:15:02] And unfortunately, a lot of those jobs were cut from radio stations, different newspapers, was unsupportive. Yeah, no kidding. If it was meant to be a government program, then keep it a government program rather than privatize it or whatever happened historically, right? Part of me says if they're looking to save, because they said that's always accurate. Not saying that the mainstream news is always accurate, but at least we've got real journalism doing real researching and reporting. Shelly, how about we jump into the tip of the week? Okay.

[00:15:03] So your tip of the week is brought to you by Plum.

[00:15:06] Well, we just talked about that. So, is the problem improving candidate engagement? If that's the problem, what are some of the possible metrics that you should be considering? There's candidate engagement score, your application conversion rates, and average hiring manager response time. That seems pretty straightforward to me, because especially the application conversion rate

[00:16:24] is really easy. fill roles quickly. If that is the one problem you're trying to solve, measuring time to hire may be the metric to consider. I would say you need to ask yourself a few more why questions before making that decision. Why do you need to fill them more quickly? Because I think it's

[00:17:40] symptomatic of many other things. So that is my tip of the week is start with why.

[00:18:45] and IT professionals have strong English language skills, and even live in the same time zone. So no more midnight conference calls. How will you? Plus, Latin America's growing tech ecosystem,

[00:18:53] strong educational institutions, and a pool of skilled IT professionals make it the perfect

[00:18:58] region for recruiting talent. I have the perfect company that does this. The company's name is If you're selling to talent acquisition, you're in the industry, there is just so many nuggets because of the amount of jobs that Atcasts actually process. So this was analyzed with job ad data from over 1,300 US employers, and it studied 379

[00:20:21] million clicks and 30.5 million applies.

[00:20:25] So there is a ton of data here. Way higher apply rates, which is interesting. The other thing that really shocked me here is mobile applies They decrease from 67% to 62% and we actually saw an increase in Desktop apply so people actually going in their desktop and applying for jobs and obviously these are most of the knowledge worker

[00:22:40] Yes. You know, the standardization of job titles,

[00:22:43] like what you call an analyst in one industry

[00:22:47] should be an analyst in another,

[00:22:48] but that is the first thing that job seekers see

[00:22:53] is the job title.

[00:22:55] And I still can't believe that after all these years,

[00:22:57] we're still talking about don't try

[00:23:00] and judge up the job title.

[00:23:03] Don't.

[00:23:05] Is that French or what is it?

[00:23:08] I've never talking about. And this came from ACAS when we're talking about standing up and sending down jobs. The standing up jobs are completely different than what we're seeing in tech in those sectors that basically are knowledge workers.

[00:24:20] So good job at ACAS again.

[00:24:22] Fantastic report.

[00:24:24] We will have it as shown.

[00:24:25] You need to go check it out.

[00:24:27] Next recruitment insight. enough shipping and delivery, 3D printing, artificial intelligence, personal care. This, I found surprising travel and hospitality depending on where you sit within that industry or getting into that industry. It'd be a great second career for a lot of people to get into

[00:25:40] travel and hospitality. Residential commercial construction The one that is not on this list that I would probably pivot to, because I think there's going to be such a high need for is cybersecurity. And we've heard all the

[00:27:02] stories. We know how much in demand this role is. And if I'm going to be pivoting my career in my hard to measure across the board and are we doing a good job at it? When you're looking at it that makes it even more difficult is there is a lot of subjectivity to it. I could say you're a great hire and the other person next to me thinks you're a horrible hire. Depending on their experience with you in

[00:28:20] say they manage you and you weren't at anyone's figured out. And I'm still very conscious when we talk about quality of higher of should you be measuring it? Can you say something here, Serge, that someone told me years ago that you can tell the quality of an individual by the first day of work and their last day of work. What I mean by that is someone who comes in and they are prepared, they're, and

[00:31:05] they're ready and they're taking notes.

[00:32:04] is really falling out of style, mostly for the reasons you just cited. I believe that if we were to take and set the standard before you went to market, before

[00:32:10] you hired somebody, that's what they're measured against.

[00:32:12] It's pretty simple.

[00:32:14] Too simple?

[00:32:15] I don't know.

[00:32:16] Here is the advice that Mary gave in this article.

[00:32:18] I think a lot of it makes sense.

[00:32:20] So quality of hire, you're not just measuring one thing, and I think that's where we fall,

[00:32:25] right? I've been trying to get data internally coming into a talent acquisition department and be like, how has this been measured? And then it takes me like two weeks to get the data I need because I'm trying to go into

[00:33:43] workday or Oracle.

[00:33:46] And I cannot pull what I need because I organizations who have defined quality and they know what a quality hire is, they don't feel the need to say, oh, our quality of hire is 98%. Yeah, yeah. Do you know what?

[00:35:00] They just know it.

[00:35:01] And I think it's the fascination to say,

[00:35:03] what is an industry standard, right?

[00:35:07] You don't. working group sold out crowd here in Calgary. Do you have anything going on that you want to share? Nothing. I'll just be there to cheer you on. I think 109 of our closest friends in talent acquisition and they're all showing up to hear what you have to say. No pressure surge. Listen, I'll be there

[00:36:21] cheering you on. Good. It's good to have someone having my back. So I appreciate that. For the