How To Use Artificial Intelligence Recruiting Tools for Sourcing and Screening

Season 2, Episode 11


Episode overview

There’s a lot of talk these days about artificial intelligence in recruiting, but what does that mean, really?  In this episode, Pete and Ricky discuss the good and bad of AI and automation solutions for candidate sourcing.

46 minutes

View transcript

Additional resources

Everything You Need to Know About AI Recruiting Techniques
The Pros and Cons of Applicant Tracking Systems
Beware of These Subconscious Hiring Biases
Recruiting & HR Vendor Reviews

Pete Newsome

About Pete Newsome

Pete Newsome is the president of 4 Corner Resources, the nationally acclaimed staffing and recruiting firm he founded in 2005. His mission back then was the same as it is today: to do business in a personal way, while building an organization with boundless opportunities for ingenuity and advancement. When not managing 4 Corner’s growth or spending time with his family of six, you can find Pete sharing his sales and business expertise through public speaking, writing, and as the host of the Hire Calling podcast.

Ricky Baez

About Rick Baez

Efrain “Ricky” Baez Jr. is a published human resources professional specializing in strategically aligning HR competencies to business goals with a down to earth, common sense approach. Ricky is a four- year veteran of the United States Marine Corps and holds a Masters degree in Human Resources (MHR) from Rollins College and an SPHR certification from the Human Resources Certification Institute. Ricky is also a faculty member for the Master of Human Resources program at Rollins College in Winter Park, Florida.

Transcript

Ricky Baez 0:00
Hello, this is Ricky Baez and you’re listening to the Hire Calling Podcast.

Pete Newsome 0:11
Welcome everyone and thank you for listening to the Hire Calling Podcast. I’m Pete Newsome and this is your source for all things hiring, staffing, and recruiting. Ricky, how are you today?

Ricky Baez 0:21
I am doing amazing Pete. I’m never not doing not amazing, you know that.

Pete Newsome 0:25
You’re never not doing not amazing. That’s, that’s a lot of negatives in there. So, you’re always doing amazing.

Ricky Baez 0:34
I’m always, even when I’m not. Ever seen Scarface?

Pete Newsome 0:38
I have. It’s been a while.

Ricky Baez 0:40
One of my favorite lines in that movie for the kids out there listening who don’t know, watch that movie. My favorite lines are just towards the end where he’s like, you know what? You need people like me. I always tell the truth. Even when I lie. That is one of the best lines I’ve ever heard. I love it. That’s how sure Tony Montana was.

Pete Newsome 1:03
I like it. I like it. All right.

Ricky Baez 1:05
I don’t know what that’s got to do with recruiting, but it just came to my mind. Sorry about that.

Pete Newsome 1:09
It has absolutely nothing to do with recruiting but that’s okay.

Ricky Baez 1:12
It’s all right.

Pete Newsome 1:14
That’s okay.

Ricky Baez 1:14
So, your Monday. How’s your Monday going so far?

Pete Newsome 1:19
It’s going well, primarily because the weekend went really well. I have my FSU shirt on, representing as if I don’t have enough FSU stuff in the background already but it’s a special day. We just won our first game of the season after a 0 and too many to count that I want to mention out loud to start and it was Parent’s Weekend, so we were there for it.

Ricky Baez 1:42
Nice.

Pete Newsome 1:43
Yeah, my daughter is a senior there and my son is a sophomore, so it was a good weekend. A little too much partying up at the college campus but all was well. Yeah.

Ricky Baez 1:54
A little bit too much party in Tallahassee. I’ve never heard such a thing, Pete.

Pete Newsome 1:59
Yeah, I was acting younger than I should probably. But that’s okay. That’s okay. A good time was had by all, I will say that.

Ricky Baez 2:10
Well, I will be there in November for that Miami FSU game, so I cannot wait to go back up there so.

Pete Newsome 2:16
Two teams that are not at their peak this year so.

Ricky Baez 2:21
That should be fun.

Pete Newsome 2:23
That’s okay. Yeah, it’s better than not being there, that’s for sure.

Ricky Baez 2:28
That’s right.

Pete Newsome 2:28
Well cool. So, look, there’s a lot going on in the world of staffing right now. And one of those things we continue to hear more about is artificial intelligence. So why don’t we talk about that today?

Ricky Baez 2:42
Absolutely. Actually, I was looking at the 4 Corner Resources website over in the blog section and we actually blogged about it.

Pete Newsome 2:49
What a coincidence.

Ricky Baez 2:51
A real big coincidence.

Pete Newsome 2:54
Wow.

Ricky Baez 2:55
Yeah.

Pete Newsome 2:56
That wasn’t very subtle but yes.

Ricky Baez 2:59
You know me, yeah, very subtle kind of guy. Yeah, no, I was looking through it Pete and it’s, you know, I got to tell you, I’ve been doing this for a while. And I am one of those that whenever I see something come out that revolutionizes a specific field, in the back of my mind, I can’t help not to think that is this something that’s going to take my job as a recruiter? And I’m pretty sure that’s on a lot of people’s minds. And I would venture to guess Pete, that every time something like this happens in any field, a lot of people are going to be thinking that same thing.

Ricky Baez 3:34
For example, the iPod. When the iPod first came out, or the iPhone first came on, and people had their music in the palm of their hands. And I’m pretty sure people who are DJs, people who do weddings, they started thinking, oh, is that going to take over? But it’s proven that it hasn’t. So, I’m getting ahead of myself, I’m sorry. But I just went down that rabbit hole as far as the human aspect, from a recruiter when it comes to artificial intelligence and recruiting. So, we’ll get to that.

Pete Newsome 4:04
Well, there’s of course truth to the potential for technology to take jobs or replace jobs. In this case, the jury is very much out on whether that could ever happen in the world of recruiting. You know and I don’t think, well, I feel very confident that it’s not going to happen anytime soon. That’s for sure. How prevalent it is, you know, in the space right now is, yeah, I would say not very. And the reason is that I don’t think that there’s a lot of solutions out there that are truly artificial intelligence.

Pete Newsome 4:42
I think there are things that claim to be artificial intelligence, but that’s vastly different than what I see is as automation tools, I think there are products and solutions that are based on if-then statements, that will guide, you know, events down a specific path. But true artificial intelligence is something, again, altogether different. So, let’s talk about the pros and cons of what’s available today and see if we can come up with a consensus for what we think.

Ricky Baez 5:21
Perfect!

Pete Newsome 5:22
Is really going on right now.

Ricky Baez 5:24
So, let’s start with this Pete. From now, you started this company about 16 years ago, right? So, you obviously know what you’re doing. So, I’ll throw this out there for everybody. So, what are the two things recruiters are measured on?

Pete Newsome 5:41
The hiring?

Ricky Baez 5:44
I mean, yeah, hiring, right. But.

Pete Newsome 5:46
You know, candidate quality for sure. I’m going to let you answer because you have something in mind, I think recruiters are measured on many more than two things. But go on.

Ricky Baez 5:56
Well, many things. I mean, obviously hiring right, but they can’t take too long in hiring that one perfect person, because business still needs to continue. And the job still needs to be done. So, in my experience, the two things that recruiters are held accountable for are a time to fill a position and the quality of the hire they have in that position.

Pete Newsome 6:17
Sure.

Ricky Baez 6:18
And without any artificial intelligence, without any type of apps, or any algorithms to help a recruiter out. A lot of people think and, and this is in my previous life, Pete, a lot of people think especially a business partner, that when it’s time to bring somebody into the organization that the recruiter has all this time in the world to review one resume. Right, they think they got hours and hours and look at a resume to make sure we got the right person. And of course, that’s a fallacy.

Ricky Baez 6:52
Because normally nine times out of 10, when I was a recruiter around 10 years ago, somebody gave me a call, telling me that somebody retired two months ago, I never knew about it, and they need me to find somebody for them today. Not yesterday, not in a week from now. Today. I don’t have a job description. So anyway, you times that by I don’t know, 5-6-7, even 10 other business partners, the recruiter’s job can be really challenging at that point. I mean, have you seen something like that?

Pete Newsome 7:21
Yeah, except what you’re describing is corporate recruiting. When you’re talking about business partners, yeah, that is, you come from the corporate world of that, where, you know, now that you’re in the staffing world, you know, time and speed are always a factor. A huge factor in what we’re doing. And I would say, significantly more so than then even in the corporate world, right. So, where you didn’t have time then, we have even less, I think, on the staffing side, because what we do is competitive, you know. When you’re the home team, as you are, as a corporate recruiter, you sort of have an exclusive situation, you know, at the end of the day.

Pete Newsome 8:07
Where for us, we’re replaceable, we have to earn our keep, you know, at every step of the way. So, I know this is off-topic, but I do think about that, from time to time. That time is measured relatively, depending on your perspective, depending on your situation. And you know, for us, it is always at the forefront of what we do, as is quality. So, bringing this back to your point, speed and efficiency, while relative are necessary for every recruiting scenario, as is quality, right. It has to be there. And so, I agree with you that those two things, if you were only counting two, that those would be it, yes.

Ricky Baez 8:58
Well, so as time continues on and technology evolves, more programs, more artificial intelligence comes into the limelight, to kind of help people to be more efficient, and it keeps getting more and more and more and more efficient. Even when you get to the point that when a new program comes out, as soon as you finally watch hours of YouTube videos for you to figure out how it works. It’s already outdated. A new one already came out. It keeps evolving.

Ricky Baez 9:27
But it’s happening with recruiting right now because what artificial intelligence does in the recruiting world, specifically for recruiting right now, is it helps on the first aspect of where every recruiter is measured on. Which is time to fill. So, what is artificial intelligence and what does it do in the recruiting space? So, I’ll go first if that’s okay Pete. So, what it does, from what I have seen, it automates a lot of those little tiny intricacies that a recruiter has to do to make sure that he or she has the right person on deck to be interviewed. Right? So artificial intelligence comes in, exactly how you said, it is an algorithm, it is geometry.

Ricky Baez 10:14
Where if X happens, then you do Y, right? If you don’t have one part of the variable, the other one does not work. Like anything technology-driven, you have to have that kind of algorithm. AI for recruiting is no different, right? If you’re looking for a specific skill set, and somebody puts in a resume, you want to look for specific words and specific areas of expertise that actually pops it up, they can bring it to the screen of a recruiter in a matter of seconds. Whereas in the absence of that technology, it might take quite some time to go through a lot of resumes to get that in a few seconds. So, from a time perspective, I get that. I really do get it. Have you seen that before?

Pete Newsome 10:59
Yeah, of course. So yeah, there is a time saving, you know, and we can call it AI, right, but you know automation.

Ricky Baez 11:06
I keep calling them that, I know.

Pete Newsome 11:09
And just look at our own internal database at 4 Corner Resources, we have somewhere around half a million resumes in our database, we have to pull them out somehow. So, we use keywords, we use technology to draw those out. Similarly, if you go to LinkedIn, or Indeed or any of the online job boards to try to pull resumes down from there and to isolate your candidate pool, right, you want to narrow your search, then yes, of course, you want to use those tools that are available.

Pete Newsome 11:47
And that there’s a time saving for sure. I think the AI claim that’s made by some of the vendors out there is that you put in these words, you define your criteria if you will, and then their tool will go out into the world of the internet, or specific job boards, and be intelligent enough to pull in only the candidates you want. And that’s where I would say it’s better than nothing, for sure. But it’s not quite as intelligent as you would think. Because it’s just identifying words on a resume, which can be, you know, placed there without necessary accuracy in terms of the skill set or the qualifications of the individual. And so yes, but they save time and they do create efficiency in the process, for sure.

Ricky Baez 12:53
And it cuts in on biases as well, right? Whereas the human eye has, well actually not just the human eye, just a human in general, right. It’s all humans, in general, have some kind of bias, whether it’s good or bad, right? What makes it worse is whether we act on them or not. Right. And some of those biases are unintentional, or God, what’s the word I’m looking for?

Pete Newsome 13:16
Unconscious?

Ricky Baez 13:17
Unconscious bias, yes, thank you, sir.

Pete Newsome 13:19
Sure.

Ricky Baez 13:19
So, you know, a lot of those biases are unconscious biases. And look, I’m no doctor and I don’t claim to be a doctor or any kind of a scientist for that matter. So, I’m stepping out on the limb here to say that the human brain will have a hard time competing with any kind of an algorithm to make sure they select a specific person, and not have that many biases, right? Because of the human eye, the human brain has a tendency to relate to people that they like, that are people that are like them right. Now I have studied that. So, and that’s how you turn an unconscious bias into a conscious one if you know that.

Ricky Baez 14:00
And you have to really understand that piece to make sure that you’re not using that bias to make a selection. Where AI comes in, it eliminates that. So, from a legal perspective, and again, I’m not a lawyer neither. There’s a lot of things I’m not Pete. So, for me, from a legal perspective, I can understand how this would be something that would make any legal department in any large organization extremely happy. Because in case they get challenged, they can say, look, our recruiter isn’t the one that’s discriminatory, I guess it’s our software if that’s the case, right?

Pete Newsome 14:38
Well depending on what the software is programmed to do.

Ricky Baez 14:42
True.

Pete Newsome 14:43
That could be good or bad. So, Amazon, a few years ago, I now had a tool that they were using for this very purpose and they found that it was biased. It was favorable towards men. And it was looking for people and don’t quote me on this exactly, but I believe what they found was that they wanted to find people in the IT space who had more experience versus less, which would make sense.

Pete Newsome 15:15
And because men, you know, there are more men in IT, then it was slanted towards men. So, it was a self-perpetuating, you know, a situation I believe where it was biased against women, which was not the intention of Amazon, of course, it was just the way the program was working. And so, they stopped it, but you know, the software is only going to be as good as what it was programmed to be.

Ricky Baez 15:45
Yeah.

Pete Newsome 15:46
And that’s where, you know, as a professional recruiter, which is to say, someone whose product is a person, right, I mean that’s what, you know, a recruiter has as their product. Really and so unlike a, you know, a T-shirt, if you’re selling shirts, right, the shirt is just the shirt, right? It’s contained, you know, it’s the size, it’s the material, it’s the quality of the stitching, whatever it might be, the color. But you can’t replicate a person, you can’t, there are limitless variables when it comes to individuals. So, to rely on a machine, right, or a computer program to make assessments of a person beyond what’s on a resume, right.

Pete Newsome 16:44
You can identify words on a resume, that’s the cover of a book, and I probably said that before on this podcast, that’s all it is. I can’t make any determination on the individual whose resume it is, based on the resume itself, I can pick it out of a pile based on the frequency of words that are used on it, a degree, a certification, a past employer, whatever it might be, but that’s it. So, it’s very surface-level information that I can gather that way which to me does nothing more than just give you, it thins the pile that you need to look through, at best.

Ricky Baez 17:28
And this is why I’m in this position where I’m comfortable in saying that I like the AI function in the recruiting world, but only as a tool. Only as a tool and not as a deciding factor. Right. So, because yes, it is a tool that can help a recruiter do his or her job a lot faster, more efficient, better quality. But exactly how you said, it’s a book. So, from what I’m reading, and from what I have seen in the past, AI shows you great books that you might like, but it’s up to you to actually read the book, take a deeper dive into that book to see if you actually would like that book, right?

Ricky Baez 18:11
Because the book gets presented to you based on information that the system knows about you, right, just to make sure that based on that data being put in there, they are presented to you. So that’s why I like the combination of artificial intelligence with a skilled recruiter because a skilled recruiter is able to take this AI function and use it to his or her advantage to make sure we got the right person at the right time, way faster than had AI not existed. But it cannot be a deciding factor, it’s got to be a tool. Another great example, Pete, is you know because AI can actually, in recruiting can look at a resume if you’re saying I want somebody that has a master’s degree and a PhD.

Ricky Baez 18:54
Yeah, AI can find that for you. Look, this person has a PhD from Cornell or a PhD from MIT or whatever, fine. But all an education is, is that this person has the tools to perform the job. It’s not until you get to the interview, and you select that person to bring them in when you find out how they’re using that skill set they learned in school. And I don’t think AI can capture that. Right, that’s when you need that skilled recruiter to make sure they ask the right question from a human perspective to make sure we get the right person for the role.

Pete Newsome 19:27
Yeah, absolutely. And, you know, it’s a tool, right? Yeah, like any tool, it needs to be used for, the right tool needs to be used for the right job. But the person using the tool, the person, right the human using the tool is going to make the difference ultimately on how effective you know the tool can be applied. So, I think we’re on the same page there that it’s helpful. It’s not the end of the recruiting profession, by far. Now can it ever be right? That’s what we started talking about at the beginning of this episode. Do we see a path where that could ultimately happen, do you think?

Ricky Baez 20:25
You know what, technology evolves. And technology has been evolving forever, right? As soon as somebody invented the wheel, that’s technology, it’s just prehistoric technology. What happens is that as technology evolves, how much time it takes for it to evolve gets shorter and shorter and shorter. Right? So, for me to say based on the previous history that it may not happen, I think that it’s a little bit short-sighted on my part. But Pete, I never thought we would ever live in a world where you could just hit cruise control or whatever control on a fully electric car, and it takes you from point A to point B, without you ever touching the wheel or anything like that.

Ricky Baez 21:12
And we have that today. Now, of course, I’m talking about Tesla, you know, Tesla, right? But even then, because I’ve been in one before if you do that. It kind of tells you, you still got to pay attention. Because at the end of the day, this thing makes mistakes. Right? So, we’re in a world where we have autonomous vehicles. So, I don’t know man, I really think it’s going to come a time from my perspective, that’s just me being worried that, yeah, I really think in about 10-15 years, there could be a fully functional Android type of a recruiter. Skynet man, it’s happening. I’m telling you.

Pete Newsome 21:50
So, I’m going to reject that.

Ricky Baez 21:52
Got it.

Pete Newsome 21:54
Again, because, you know, with the car scenario, there is ultimately a finite number of decisions that you’re looking for that car to make, you know, what’s the gear at, what’s in front of it, what speed? Yeah, it’s impressive technology, there’s no doubt about it. And I look forward to the day when we can drive and just sit back and not have to do any of the work, that’ll be great.

Ricky Baez 22:23
Yeah.

Pete Newsome 22:24
That’ll be great. And I’ve driven it, you know. It exists now, right, it’s there. But I will go back to what I said earlier, people are vastly different than anything else you could be talking about, and I want, you know, I’m not going to trust that things like tone, and drive and motivation and, you know, how agreeable someone is, how friendly someone is, those are things that I don’t know that I want to live in the world where the computer, you know, where, you know, a machine is assessing those things for us.

Pete Newsome 23:07
Now, can it happen? Sure, in theory. But I don’t know that I would ever want to put my faith and trust in a computer making decisions about soft skills and personality traits, because look at it this way. Now, you may as well let your computer pick out your spouse, right? If that’s the case. Because why not? I mean the same things would apply, right? I mean, not that having a life partner is the same as hiring an employee or an employee choosing to be hired. But it’s probably the next closest thing if you think about it.

Ricky Baez 23:54
But that exists today though, right? I mean aren’t there apps that if you swipe one way or another, that means they match somebody to you, like, you know, one of those dating sites. Obviously, at the end of the day, you have the ultimate deciding factor, whether you want to go with that person or not. And of course, it’s going to be mutual.

Pete Newsome 24:11
But that’s a big gap that you can’t just be dismissive of, you know, you get to choose, you know, whether to swipe or not. Whatever that is. It would be no different than here’s what’s on the menu, pick what you want. The restaurant is determining that you know, based on whatever criteria they’ve applied, this is what’s going to be on their menu, right? And what’s available for food, and in their local market, what the cuisine is going to be and we’re way off topic with this.

Ricky Baez 24:44
I don’t know if you meant to do this or not, but you just gave an amazing example of why AI and a live recruiter should work together. Right? And that’s what’s crucial that why that partnership is there. Because exactly how you said, they give you all the options, you have the ultimate deciding factor on who you want to go with based on the options in front of you. They don’t check it for you.

Ricky Baez 25:06
Same thing with AI for recruiting. Based on the parameters you put in place into the system, they show it to you. But at the end of the day, that skilled human recruiter, I can’t believe I have to say human in there, that skilled recruiter is the one who makes a selection to move forward. So yes, I think you make an awesome case on how both of those worlds can work well together.

Pete Newsome 25:30
Yeah, I think the way recruiting is done and this is not for today, because it’s too long of a conversation, but the resume itself is somewhat antiquated. It hasn’t really evolved much in many decades. Job descriptions, same thing. They don’t necessarily represent how hiring is done when it’s done right because at 4 Corner, and we’re not the only ones who do this, but I think we’re the leader in doing this, we look beyond the job description and want to have an actual conversation with the human who’s doing the hiring and is going to be managing those individuals to say tell me who you want.

Pete Newsome 26:20
Describe what the right fit is based on your, of course, a skill set that’s needed and experience and backgrounds needed, but also the soft skills, where I think that’s what makes the difference between a successful hire and one that’s not. And we take the same approach with candidates. Tell me what kind of opportunity you want, what’s important to you, and that opportunity is for your life? Yes, it’s your career, but if you think about it, that’s just a part of the bigger picture of this is what matters in your life.

Pete Newsome 26:55
From are you in the office or are you working at home? What’s your commute like? What are your hours? What’s the environment that you’re going to be working in? What are the growth opportunities, what’s the compensation, so all of those things aren’t really to be found on either a job description or resume and so that to me, as much as anything else, where I see a big failure in relying on, you know, I’ll even say AI. I don’t want to call it that because I still contend that it’s not really artificial, and it’s not intelligent, it’s just a program that’s being applied in what’s commonly available on the market today.

Pete Newsome 27:36
So, I kind of reject that it’s more than just a way to screen and sort through resumes efficiently to let the humans do their work. And if you timestamp this and look in 30 years and say, wow, you really sound foolish now. Maybe, right, maybe, but as I said, I don’t think I want to live in that world. Where machines are matching us up, you know, for anything that’s important. And that’s certainly what we’re talking about here, something very important.

Ricky Baez 28:15
I agree with you there. I don’t think I ever want to live in that world neither. But you know, we just have to make sure that as a recruiter, we just have to make sure that we still use the tools that are there. But we have the ultimate deciding factor. Right. And we have to make sure that we still from a staffing perspective, that we do what’s best for our clients, which we do. From a corporate perspective, we do what’s best for our business partners, which people do.

Ricky Baez 28:46
And you know what, Pete, we do something here at 4 Corner Resources that I wish I would have known in corporate America. Ans one of the things that I wish I would have known back then, is what we do as far as building a profile for a candidate, right, reaching out, talking to a candidate, not having any specific job in mind. But we know that skill sets are hot. Let’s make sure we build that profile. And we build that ourselves by actually going out and calling people right.

Ricky Baez 29:19
We don’t do that in corporate America, right because in corporate America is, we need a position, we open up a rec, we got to go find that person. And what we do here, we actively are looking for skill sets that we don’t need right now. But we’re going to need later on, but you build that relationship by human-to-human relationship that I don’t think AI is ever going to replicate later on. I don’t think that’s ever going to happen from an AI perspective.

Pete Newsome 29:43
No, especially when what you’re describing is, you’re trying to fit the person, you know, the resume, right? It’s not even a person at that point into the job opening, where we really reject that way of matching. We want the candidate to tell us as much as they can about what it is they want before we introduce this specific job because everything’s going to be skewed. Talk about bias, right? If I tell you this is the only job I have and then I ask you if you’re interested in that job and you need a job.

Ricky Baez 30:22
What do you say, right?

Pete Newsome 30:24
Yeah, your answers are not going to be, they’re not going to be pure. And so, we don’t want to taint the situation anymore period. We don’t want to taint what comes next. So that is something that you’re right, corporate recruiting generally doesn’t have the luxury of doing because it’s really not. It’s just a piece of the overall corporate structure, where in our world that is all we do.

Ricky Baez 30:56
Yep.

Pete Newsome 30:56
So back to our candidates being our product. Yeah, we better make sure we’re doing the best that we possibly can, to take care of them and to represent them in the best possible way. So that means taking those extra steps. That it’s just not practical in the corporate world and that’s the purpose we serve. So that’s why we exist.

Ricky Baez 31:20
So, from an AI perspective, so what we’re saying I think you and I are in agreement here Pete is that yeah, it’s good to have that extra set of hands but at the end of the day, the human being is king. The human being still needs to make a decision on other factors that you just can’t replicate from a machine or a computer to make sure this is the right person for that right role. I mean that’s what I’m hearing.

Pete Newsome 31:44
Without question. So, we’ll come back in a few years, see if we are still there. I think we will be, at least for many years to come.

Ricky Baez 31:56
Look I really hope this relationship keeps going Pete, but let me tell you man, if I’m still here in 30 years, I’m going to pull this video back up. I’m going to put this podcast back up. I’m like you remember when you said this? Yeah, look at that. Now they’re telling us what to do. I go to McDonald’s and they’re just giving me my order just based on what I ordered before, no don’t even give me the opportunity to choose. So that’s where I see this going.

Pete Newsome 32:22
There’s not a single store where the robots take over and it ends well for humans. Hopefully, we cut it off before it gets there.

Ricky Baez 32:32
I hope so too.

Pete Newsome 32:33
And speaking of cutting off, let’s cut this today. I think we’ve gotten to where you know, we’re going to land which is, good to use the technology of course. Take advantage of the automation tools that exist today and even the ones that claim to be AI but don’t rely on them.

Ricky Baez 32:54
That’s right.

Pete Newsome 32:54
To do the job of the recruiter. No time soon.

Ricky Baez 32:59
That’s right. And folks obviously you know we’re in that space right. AI is not going to take over, we still got human recruiters. So, if you are somebody who needs top-notch recruiting services if you want to find the right person for the right role, come find us. We are at 4cornerresources.com or you can call us at 407-872-1521 or if you have any topic you want, any questions you want to hear on the show, hirecalling@4cornerresources.com.

Ricky Baez 33:31
Give us a like in your favorite podcast platform. We are everywhere. Just look for 4 Corner Resources. Actually no, excuse me, just look for the Hire Calling Podcast. Go ahead and download it. Give us a like, let us know how you feel about the show or any topics you want to see. We would greatly appreciate it.

Pete Newsome 33:49
We’d love to hear from you. Thank you for listening.

Ricky Baez 33:51
Thank you, folks. Have a good one. Drive safe and good night.

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