『The Human Advantage Podcast』のカバーアート

The Human Advantage Podcast

The Human Advantage Podcast

著者： Adam Kleckner
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今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

 The Human Advantage Podcast Where culture is built, not claimed. Most companies talk about culture, diversity, and performance. Few design for them. Hosted by the LinkTech team, The Human Advantage explores how companies can move beyond checkboxes and build teams around how people actually think, communicate, and contribute. We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes. Each episode dives into culture add over culture fit, the ROI of diverse thinking, the hidden cost of misalignment, and how leaders can design workplaces where people thrive and performance compounds. If you believe people are not interchangeable—and that how someone thinks is a strategic advantage—this podcast is for you. 社会科学
エピソード
  • Episode 004 — AI, Taste, and the Future of Hiring with Jason Miller

    Episode 004 — AI, Taste, and the Future of Hiring with Jason Miller
    2026/05/06
    A conversation with Jason Miller on the future of recruiting at the intersection of AI and humanity — and how the real opportunity isn't replacing people, but amplifying how they think, create, and connect. Episode Date: March 16th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Jason Miller started out wanting to be a sports agent. A Y2K-era panic and an internship at a recruiting firm changed everything. Twenty-five years later he's head of people intelligence and AI at Natara, co-founder of PromptMates, and running Dadvocates — an organisation for fathers of neurodivergent kids. In this conversation he breaks down why AI slop is flooding the recruiting market, why taste and empathy will be the last things automated, and why work trials might be the most underrated hiring tool nobody's using. Main Topics: How Jason accidentally became a recruiter instead of a sports agent — and why he never left Why recruiting is the profession of misfit toys — and why that's a strength The AI slop problem: why most recruiting tools solve the wrong problem What human skills become most valuable when AI takes over the analytical work The OCEAN framework and how personality type will shape future hiring The Klarna case study — what happens when you replace empathy with efficiency Work trials as the most underrated hiring tool in the market Why resumes are content — and content is now basically free Universal design and why building for the edges benefits everyone Intriguing Quotes: "The last thing that's ever going to be automated is taste." "I became a sports agent for computer geeks and it just sort of stuck." "More interviews do not automatically lead to better hiring decisions." "I really genuinely like to leave relationships better than I find them." "Automated sourcing is not going to save the world." "The failure was purely — you can't have lesson without now." Key Moments: [03:58] Why Jason stays in recruiting: very few jobs give you both human impact and business impact at the same time. Getting the right person into a company can change its trajectory entirely. [07:05] Jason on neurodiversity — as a parent of neurodivergent kids and founder of Dadvocates, different thinking, done right, is an advantage not a liability. [12:24] The AI slop problem: most recruiting tools are built by engineers solving their own frustrations, not recruiters solving real problems. The best AI solves your paper cuts — freeing you up for the human work only you can do. [17:05] The Klarna cautionary tale — CEO replaces customer service with AI, saves $60M, loses a third of customers. Empathy can't be automated. He hired everyone back. [19:56] Work trials: let people show what they can do instead of talk about what they can do. Jason road-tested it himself — figured out on day three it wasn't the right fit. Saved them both a lot of pain. [29:47] Rapid fire: overrated trend — automated sourcing. Underrated trend — work trials. One AI tool every recruiter should use — your LLM of choice, as a thought partner, not just an email polisher. Notable Resources: PromptMates: https://www.promptmates.ai Dadvocates — organisation for fathers and male caregivers of neurodivergent kids OCEAN personality framework (Openness, Conscientiousness, Empathy, Adaptability, Neurology) Klarna AI case study DuckDuckGo's paid work trial interview process Connect with Jason Miller: LinkedIn: https://www.linkedin.com/in/jason4linked/ PromptMates: https://www.promptmates.ai Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    33 分
  • Episode 003 — Building Human-Centered Workplaces with Erica Woods

    Episode 003 — Building Human-Centered Workplaces with Erica Woods
    2026/05/02
    Description: A conversation with Erica Woods on what it really means to build human-centered workplaces — moving beyond systems and into empathy, lived experience, and how people actually show up at work. Episode Date: March 9th Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Erica Woods has spent 25 years in HR refusing to do it the way everyone else does. She makes the case that diversity programs are one of the most damaging things a company can do — when diversity is treated as a program instead of a foundation. She breaks down what true inclusion looks like, why leaders need to stop waiting for permission, and why the most important thing about a person never shows up on a resume. Main Topics: Why diversity programs harm culture when treated as a bolt-on What true inclusion looks like — and why it's different for every organisation Diversity of appearance vs. diversity of thought Why HR has quietly become policy resources instead of human resources Why leaders need to stop waiting for permission to advocate for their people What every employee wishes their leader understood Intriguing Quotes: "Diversity needs to be part of the structure. It's not a program." "Humans are going to do humans. If you're frustrated by that, you'll be frustrated all day every day." "The policies are static. Every human thing is case by case." "We've got to stop waiting for permission." "Every single human has a spark of something that is theirs to give to the planet." Key Moments: [05:14] The controversial take: diversity programs harm culture. Diversity has to be foundational — not bolted on as a program or ERG. [13:33] The tech industry shifted the rules on engineers mid-career and then got mad they didn't keep up. [15:56] Leaders have to show up authentically first. Erica's standard: tell me who you are so I can help you. [34:11] What's not on Erica's resume: the belief that every single person came with a spark of something that is theirs to give to the planet. Notable Resources: Concepts: Culture add vs. culture fit; cognitive diversity; neurodiversity at work; ERGs Connect with Erica Woods: LinkedIn: https://www.linkedin.com/in/eywoods/ Special Announcements: Erica will be back. Adam promised it on air. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    35 分
  • Episode 002 — Breaking the Hiring Machine with Eric Osterhout

    Episode 002 — Breaking the Hiring Machine with Eric Osterhout
    2026/04/30
    Description: A conversation with Eric Osterhout on the evolving world of contingent workforce strategy — where systems, speed, and structure intersect with real human impact, and why getting it right matters more than ever. Episode Date: March 6th Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Eric Osterhout has spent nearly 20 years inside the systems that control how companies hire. He breaks down why skills-based hiring is still more buzzword than reality, why the obsession with degrees and tools is locking out the best talent, and why remote work remains the most underrated strategy in the workforce today. Main Topics: Why people are not like paperclips — and why hiring keeps treating them that way Skills vs. strengths — and why most processes only measure one Why corporate recruiters have become order-takers Tools-based hiring vs. skills-based hiring — AI is making this more urgent The case for remote work as the most underrated talent strategy Why advanced degrees are the most overrated credential in the workforce Intriguing Quotes: "Skills-based hiring is still more buzzword than reality." "You have to have the wisdom to know the difference between what the AI output is and the reality." "Can we get away from the ridiculous educational requirements that don't really matter anymore?" "I'm kind of an acquired taste. People either get me right off the bat or it takes time." Key Moments: [07:14] The James story — one question from a mentor changed how Eric reads people forever. [12:34] Why skills-based hiring is broken: untrained hiring managers and ATSs filtering out great candidates before a human sees them. [18:36] Adam's key distinction — we're not doing skills-based hiring, we're doing tools-based hiring. Tia adds: there's a difference between skill and strength. [26:44] Remote work is the most underrated trend. COVID proved the model. Retreating from it is a mistake. Notable Resources: Eric Osterhout on Spotify — search his name, save his tracks (listen to: Stillness Before the Rain) Concepts: ATS, VMS, MSP programs, Total Talent Management Connect with Eric Osterhout: LinkedIn: https://www.linkedin.com/in/ericosterhoutcwm/ Spotify: Search "Eric Osterhout" Special Announcements: The Human Advantage Podcast continues its mission of bringing different perspectives together — people who aren't traditionally in the same room, talking about what actually matters. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    31 分
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