『AI HR Daily by OVI』のカバーアート

AI HR Daily by OVI

AI HR Daily by OVI

著者： Tim from OVI
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What is Al HR Daily? Artificial intelligence in human resources encompasses technologies like machine learning, natural language processing, and predictive analytics applied to talent acquisition, employee engagement, performance management, and workforce planning. From Al-powered resume screening to automated video interviews, these tools help HR teams make faster, more objective hiring decisions. Topics We Cover Al recruitment tools, automated candidate screening, Al voice interviews, hiring bias reduction, EU Al Act compliance, predictive hiring analytics, talent intelligence platforms, Al job description generators, skills-based hiring, workforce planning Al, employee retention prediction, and Al ethics in employment 毎時
エピソード
  • AI Hiring Is Losing 38% of Candidates — Here's How to Fix That

    AI Hiring Is Losing 38% of Candidates — Here's How to Fix That
    2026/07/21
    Most companies think AI in hiring means faster recruiting. But for candidates, it's often a black hole — no transparency, no communication, no closure. This episode digs into a striking stat from Greenhouse's 2026 report: 38% of candidates who encountered AI-driven interviews walked away entirely. That's not a small number. That's a talent pipeline hemorrhage. We look at what went wrong and who got it right. Chipotle's Ava Cado assistant nearly doubled application completion rates and cut time-to-hire by 75%. Unilever improved candidate satisfaction by over 25%. The difference wasn't the AI technology — it was the design philosophy. These companies asked "How can AI make this better for the candidate?" instead of "How can AI speed things up for us?" For HR leaders, the takeaways are practical: disclose AI upfront, always close the loop, optimize for the candidate's time, and start measuring candidate experience as a real pipeline metric. When you do, AI stops being a liability and starts being the hiring advantage it was meant to be. OVI's Milo agent is built on exactly this philosophy — audio-only candidate screening that's transparent, responsive, and gives candidates closure from day one.
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  • Not All DEI Tools Do the Same Job — Here's the Framework

    Not All DEI Tools Do the Same Job — Here's the Framework
    2026/07/21
    Most companies buying DEI technology are solving the wrong problem with the wrong tool. In this episode, we break down the three tiers of DEI technology — analytics, sourcing, and evaluation — and map the leading platforms to the problems they actually solve. Diversio and ChartHop live in the measurement layer: they tell you where you're failing and help you produce the regulatory disclosures that EU CSRD now requires. Untapped works at the sourcing layer, widening your candidate pipeline from underrepresented groups and tracking exactly where diverse candidates drop out of your funnel. And Eightfold operates at the evaluation layer, using AI to assess candidates on skills rather than pedigree — reducing the structural bias that gets baked into shortlists. The key insight? These tools don't substitute for each other. A measurement platform can't source diverse candidates. A sourcing tool can't audit your pay equity. And neither can stop a biased evaluation from filtering out the diverse candidates you worked hard to attract. We also touch on what the EU CSRD actually requires under ESRS S1, why the US federal DEI rollbacks don't change the calculus for international employers, and how to prioritize your investment across tiers based on where your funnel actually breaks.
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  • DEI Tools Are Split Into Three Tiers — Most Companies Miss This

    DEI Tools Are Split Into Three Tiers — Most Companies Miss This
    2026/07/21
    Most companies shopping for DEI technology are solving the wrong problem. The market is split into three distinct tiers — analytics and measurement, diversity sourcing, and evaluation-layer bias reduction — but they're often sold as interchangeable. Buying a measurement tool doesn't improve your pipeline. Sourcing diverse candidates doesn't fix a biased screening process. In this episode, we break down exactly what each tier does and doesn't do, so you can diagnose your actual gap and choose accordingly. We compare four platforms across all three tiers: Diversio and ChartHop for DEI analytics, Untapped for diversity sourcing, and Eightfold for AI-powered evaluation. From enterprise CSRD compliance at $10K–$50K a year to accessible people analytics at $2 per employee per month, there's a wide range of entry points depending on your company size and maturity. The episode also puts this in regulatory context: the EU's CSRD ESRS S1 has moved DEI from aspiration to audit trail for covered companies, while six in ten job seekers now actively evaluate employer DEI commitment before applying. Whether you're responding to regulators or the talent market, the three-tier framework gives you a clear place to start.
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