『Elevate Your AIQ』のカバーアート

Elevate Your AIQ

Elevate Your AIQ

著者： WRKdefined Podcast Network
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Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.All rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 経済学
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  • Ep 131: Scaling Human-Centric AI in Government and Higher Ed with James Regan

    Ep 131: Scaling Human-Centric AI in Government and Higher Ed with James Regan
    2026/08/14
    James Regan, CEO of Clutch, joins Bob to unpack what he learned leading some of the earliest generative AI deployments inside California state government under Governor Newsom's 2023 executive order. James traces his path from public health in Health and Human Services to Deputy Secretary for Workforce Development, and explains how procurement and change management had to be rebuilt to keep pace with AI. He and Bob discuss why reducing employee fear of AI starts with human centered design, and why the real opportunity in workforce AI is skills matching tools built for job seekers, not just recruiters. They also cover California's Career Passport initiative, Clutch's change management method built on the human trauma curve, and how universities are rethinking AI literacy for the future workforce. Keywords James Regan, Clutch, California state government, Governor Newsom, generative AI, workforce development, Google Public Sector, AI governance, procurement policy, change management, human centered design, human trauma curve, skills based hiring, skills matching, career mapping, veterans, Career Passport, AI literacy, higher education, AI readiness, job displacement fear Takeaways: Early generative AI pilots in California state government spanned transportation, health and human services, and tax, proving out real production use cases under Governor Newsom's 2023 executive order. Sustainable AI adoption in government required rebuilding procurement, since traditional buy once, freeze code IT purchasing does not fit generative AI's constant evolution. Human centered design and consistent, repeated communication, not just tooling, are what actually reduce employee fear of AI driven job displacement. The bigger opportunity in workforce AI is not recruiter facing tools, it is skills matching tools that help job seekers, including veterans, translate existing skills into new job qualifications. Skills based hiring is gaining ground as employers move away from defaulting to a four year degree, especially with AI driving demand for skills learned through certifications. California's Career Passport initiative aims to create a portable, verified record so job seekers do not have to repeatedly prove the same credentials. Clutch is launching a change management method built on the cognitive science of the human trauma curve, designed to quantify and reduce individual resistance to workplace AI rollouts. Quotes: "One of the things that drove our philosophy was creating a safe space to learn by doing." "It's not something happening to them. It's something that is happening with them and with their input and support." "The post and pray method does not work. It does not work." "I think one of the biggest fears that we're hearing in sentiment across the state among students is not knowing which degree program or which education track to pick." "A lot of AI tools are being deployed in a way that reinforces the fear and doubt of its effectiveness. We're here to shatter that problem." Chapters: 00:02 Welcome and introductions 00:42 James's path from public health to California state government 02:34 Early generative AI pilots launched under Governor Newsom 06:04 Procurement, governance, and vendor partnerships in early AI rollouts 10:32 AI readiness, job displacement fears, and human centered design 19:36 Rapid AI deployment and balancing stakeholders in the process 23:12 Skills matching and skills based hiring for job seekers 35:41 California's Career Passport and verified learning records 40:17 Clutch's new change management method built on the human trauma curve 46:50 University partnerships and the future workforce 51:00 Closing thoughts and where to find Clutch James Regan: https://www.linkedin.com/in/james-regan-jr Clutch: https://www.clutchgov.com/ For AI readiness advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
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    53 分
  • Ep 130: Charting Career Reinvention and Prioritizing Responsible AI with Erika Oliver

    Ep 130: Charting Career Reinvention and Prioritizing Responsible AI with Erika Oliver
    2026/08/07
    Bob sits down with Erika Oliver, Founder and Managing Director of NewtonHaus and Executive Analyst at Aptitude Research, for a wide ranging look at where AI is really landing in HR and the workforce. Erika shares her non-linear path through executive search and coaching, an unexpected pivot into labor market intelligence, and a moment that reset her priorities and sharpened her focus on the human side of work. The two dig into the shift from the year of the pilot to hard questions about ROI, why AI readiness now includes security and guardrails, the difference between responsible and human-centric AI, and the build versus buy pressure facing HR tech. It is equal parts career wisdom and market analysis, with a part two already in the works. Keywords AI readiness, responsible AI, human-centric AI, AI pilot, AI ROI, HR tech, talent acquisition, talent intelligence, workforce analytics, executive search, executive coaching, career pivot, build versus buy, agentic AI, security, guardrails, candidate experience, veterans hiring, neurodiversity, transformation, IBM Watson, NewtonHaus, Aptitude Research, Erika Oliver, Bob Pulver, Elevate Your AIQ Takeaways The market is shifting from the year of the pilot to a harder reckoning over ROI and where AI truly delivers value. AI readiness now goes beyond willingness to adopt; security, guardrails, and responsible deployment are central to the conversation. Responsible AI and human-centric AI overlap but are not the same, and the onus for human-centric deployment sits largely with buyers, not just vendors. Responsibility starts with the individual, using AI where you should rather than wherever you can, not waiting for a corporate framework or legislation. Build versus buy is a real pressure point for HR tech, and building responsible, enterprise grade solutions is far harder than it looks. Career reinvention is possible amid fear and uncertainty, and the right opportunity is often the one you least expect. Quotes "Sometimes the opportunity that is for you is the one that you least expect, the one that you don't think you're qualified for." "Regardless of the fear, regardless of the unknown, there is a path forward. You just have to be dedicated to seeing that through and what that means for you." "Don't let somebody else tell you solely how to be responsible." "As someone who's come from the vendor side, it's as much the responsibility of the buyer and the enterprise." "The load is greater if it's done responsibly than I think a lot of boards and a lot of C level folks realize." "If you don't invest in people, then it doesn't matter how much you spend on tokens." (Bob) "Hold yourself accountable for using AI where you should, not wherever you can." (Bob) Chapters 00:02 Welcome and introductions 01:08 Erika's winding path through executive search and coaching 06:08 An unexpected pivot into AI powered labor market intelligence 12:01 A health scare that reset her priorities 16:13 Building a portfolio of coaching, advisory, and analyst work 20:23 The year of the pilot and the push to prove ROI 27:57 Readiness, responsible AI, and human centricity 30:08 When agentic AI goes rogue and security takes center stage 32:33 Being responsible by design and accountable builders 38:11 The three pillars and why responsibility starts with us 42:37 Transformation, Watson, and adapting to constant change 44:49 Solving for candidates, veterans, and neurodiversity 54:09 The build versus buy pressure facing HR tech 1:00:13 Responsible AI in the build versus buy calculus 1:04:09 Closing thoughts on pace, people, and part two Erika Oliver: https://www.linkedin.com/in/eoliver Newton Haus: newton-haus.com For AI readiness advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
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    1 時間 5 分
  • Ep 129: Modeling Transparency and Earning Trust in Recruiting with Gerry Crispin

    Ep 129: Modeling Transparency and Earning Trust in Recruiting with Gerry Crispin
    2026/07/31
    Gerry Crispin, founder of CareerXroads and a five-decade veteran of the talent industry, joins Bob to trace recruiting's evolution from paper resumes and fax machines to today's AI-driven hiring landscape. Gerry reflects on the origins of CareerXroads as a trusted peer community built on open sharing rather than competition, and explains why he sees knowledge hoarding as a losing strategy for the industry. The conversation turns to one of recruiting's most persistent failures, candidate ghosting, and how AI agents could actually make the process fairer and more consistent than overworked human recruiters manage today. Gerry and Bob close by imagining a future of verified digital twins that let candidates and employers build trust on their own terms, and why there is no going back to a pre-technology hiring era, only forward toward something more human-centric. Keywords Gerry Crispin, CareerXroads, talent acquisition, recruiting technology, candidate experience, candidate ghosting, applicant tracking systems, AI agents, AI screening, digital twins, human-centric AI, social capital, responsible AI, candidate feedback, trust and transparency Takeaways Gerry Crispin's five-decade recruiting career and 30 years building CareerXroads trace the industry from paper resumes and fax machines to AI-driven hiring. Real community differs from a network: people who call you back, not just first-degree LinkedIn connections. Knowledge sharing creates a bigger pie for everyone; zero-sum thinking about proprietary recruiting practices holds the industry back. Candidate ghosting remains rampant, and Gerry estimates more than half of US employers intentionally leave applicants without a response, despite ATS tools that could prevent it. AI agents could bring more consistency, and even more humanity, to candidate communication than an overworked recruiter handling hundreds of applicants across dozens of open roles. The best recruiters already give rejected candidates honest, constructive feedback quietly, without their employer's blessing. The goal is to make that the norm. Gerry envisions a future of AI-verified digital twins that let candidates and employers exchange trustworthy information on their own terms, similar to how actors fought to protect their likeness. Going backward to paper resumes and in-person-only interviews isn't realistic. The real work is reimagining recruiting for every stakeholder as trust-building technology matures. Quotes: "I believe and I've always believed that the expertise is in learning." "A lot of people think in terms of zero-sum games: the more I share, the less of the pie I'm going to have. As opposed to the bigger pie we both create for all of us." "A candidate says, 'I want a human to talk to.' It's not a choice between a human or a non-human. It's a choice between a non-human or nothing." "There's an ability with the technology we have today to tell candidates we're not going forward with them... there's just no excuse not to do that." "The question is whether we're doing the wrong things with new technology, or are we reimagining how we could do things more effectively." Chapters: 00:03 Welcome and introduction of Gerry Crispin 01:10 CareerXroads' 30 years and owning your career 05:36 Fax machines, ATS pain points, and the internet's arrival 10:08 Building CareerXroads as a trusted peer community 12:23 Trust, community, and IBM's social computing guidelines 17:52 Working out loud, social capital, and the moving target of expertise 24:26 Ghosting, missing feedback, and a more humane hiring agent 42:02 Algorithms, consistency, and human centricity 46:28 Digital twins, boundaries, and a human-in-the-loop future Gerry Crispin: https://www.linkedin.com/in/gerrycrispin CareerXroads: https://community.cxr.works/home For AI readiness advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
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    53 分
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