H.A.I.R - Building in Public, Week 13
Martyn Redstone
Conversational AI | AI Strategy | AI Governance | AI Policy | Specialist in AI Transformation of Recruitment and Talent Functions
Hello H.A.I.R fans
It's been a busy old week in the H.A.I.R Community, so I wanted to send you all my regular update.
Membership
First, if you've not joined yet, then please do join here.
Any tips on adding more members? Plus if you are reading this and haven't yet joined, then why not?
Week 1 : 44 members
Week 2 : 59 members
Week 8: 99 members
Week 12: 122 members
Week 13: 132 members
I've got an old mailing list that I have just cleaned up, so I may just send an invite out to all of those and see what the conversion rate is.
Content Feed
As some of you may know, not only do I consult with Recruitment and HR on AI and Automation, but I also have a second venture, where I work with businesses on how they can scale their Conversational AI teams - through my job board, Bot Jobs. This week, I joined Dashbot on a webinar about our joint work on scaling Conversational AI technology and teams.
As an AI & Automation Consultant with nearly two decades of experience in recruitment and HR, I’ve witnessed the increasing pressure organisations face to adopt AI technologies. There's no denying that AI has revolutionised many aspects of talent acquisition and HR, from automating administrative tasks to enhancing candidate engagement. However, as we continue to discuss the virtues of responsible AI—ensuring fairness, transparency, and accountability—there’s an aspect that often gets overlooked: relevant AI.
Recommended by LinkedIn
Possibly a little self-serving, but with so much going on in the world of AI, HR and Recruitment teams probably should have a dedicated person leading on AI strategies. As I said to somebody this week - running innovation is a lot like being a startup CEO inside another business and it takes a special type of person to do that.
The recent 2024 State of AI at Work report from Asana and Anthropic highlighted that 82% of organisations still haven’t provided formal training on Generative AI to their employees. So, what’s holding organisations back? The crux of the issue lies in a mismatch between leadership-driven strategies and how AI is actually used on the ground. Too often, the focus is on broad, company-wide integration, with executives tracking adoption rates from an enterprise perspective.
The report also found that 56% of employees are learning about AI on their own through personal experimentation. They’re finding the AI tools that suit their roles and using them to solve day-to-day challenges. This is what we call bottom-up AI adoption.
Events
No new events to announce this week, but there will be more to tell you about next week.
Resources
I continuously see plenty of downloads of resources, which is great. Here they are in order of popularity:
The PPLBOTS AI guidelines for Talent Acquisition - These guidelines are essential for HR and recruitment leaders looking to integrate AI into their processes effectively and ethically.
Pick My Brains - Use this time to download my expertise, advice and everything I've learned over my 25-year career, in one fast-tracked hour! One session delivered in the last month:
"It's such an awesome service for me. I love the opportunity to have you for an hour, and it's super cheap to get your insight. But you also get to stay up to date with what people are doing, what workflows people are trying to create, and what they're happy or not happy about."
That's all for now, folks.
Martyn