Sous-titres (80)
0:00AI is going to force our hand in
0:03realizing that roles are collections of
0:05skills and those skills are going to
0:06change faster than we've seen before.
0:09Now, we have to make sure we're looking
0:11for people who are curious, who are
0:13adaptable, who are really open to change
0:16because roles are going to change faster
0:18than they've ever changed before. And
0:20maybe that adaptability, that curiosity
0:22becomes even more important than an
0:24individual having one particular skill
0:26in their past experience.
0:32Hi, my name is Maggie Hulse. I'm chief
0:34revenue officer at Indeed. A big part of
0:37our belief is Indeed is that hiring
0:39should be simpler and faster and more
0:41human. And part of how you do that for
0:42recruiters is you allow them to focus on
0:44the human parts. And you can use
0:46technology to streamline and simplify
0:48the parts in the middle that actually AI
0:51can do as well, if not better.
0:54Hiring is complicated. There are a lot
0:56of dimensions that go into what is a
0:58great fit between a person and an
1:01opportunity. We see in the data that it
1:03is much harder for early career talent
1:06to find jobs right now. And it's really
1:09important for companies to be thinking
1:11about how they use technology to
1:14actually help people gain the skills
1:16they need to grow in their careers. If
1:19you think about the candidate side, we
1:21are trying to help them with AI at the
1:23very beginning of the process as they're
1:25doing research, as they're asking
1:26questions, as they're exploring what's
1:28out there for me and what might fit my
1:30goals for my life. On the employer side,
1:33AI helping with top of the funnel
1:34processes, but also helping with
1:37screening and scheduling and interviews
1:40and even later stages of the process.
1:43So, honestly, it's it's flowing through
1:45many many different stages of hiring. If
1:47you stay more broadly across other
1:49industries, you have functions
1:51experimenting with AI, certainly
1:53engineering, marketing, sales, all
1:56leaning into AI right now. Um, I think
1:59there's really no function that's
2:02Seuite leaders need to be thinking about
2:04how AI affects every function, how their
2:08strategy needs to take into account AI
2:10risks and opportunities and they have to
2:12be more changeoriented than you know run
2:16the usual playbook oriented. We recently
2:20launched Indeed Talent Scout, which
2:22helps employers both tune and source
2:25candidates from on Indeed, pulling from
2:28345 million job seekers who have opted
2:31to make their profiles visible for
2:33employers. And it helps employers use AI
2:35to make sure they're honing in on the
2:36quality that they're looking for. I
2:39think the job search experience in 5
2:42years will be even more personalized,
2:46even more tailored to what job seekers
2:50are looking for. I think we are also
2:52going to see the conversational AI
2:54become more voice enabled. It's going to
2:58show up in more devices that we haven't
3:00seen yet. Ultimately, it's going to
3:02start being part of how all of us do our
3:06work differently to do more and be more
3:08creative and be more powerful. I think
3:10it's going to be more and more real over
