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Transcript

Agentic AI in Talent Acquisition: Are We Ready? · Edan Haddock - Total Talent

• 0:51
  SPEAKER_00: Hey everyone, welcome back to Eden Haddock Total Talent.
• 0:56
  SPEAKER_00: I'm Eden, Head of Talent and People Experience at Movember.
• 1:02
  SPEAKER_00: Today we are diving into a topic that has really split the talent acquisition community right down the middle.
• 1:08
  SPEAKER_00: Agentic AI and recruitment, specifically for phone screening and interviewing.
• 1:15
  SPEAKER_00: I ran a poll on LinkedIn recently, and here's what came back.
• 1:19
  SPEAKER_00: 13% of talent teams said they're currently using AI interviewing tools.
• 1:26
  SPEAKER_00: 10% are currently testing.
• 1:30
  SPEAKER_00: 30% said it's on their roadmap.
• 1:33
  SPEAKER_00: And almost half 48% said a strong no way.
• 1:40
  SPEAKER_00: No way.
• 1:42
  SPEAKER_00: There were 71 votes in total, so it wasn't a huge audience, but I looked at the participants and from loads of different brands across APAC and beyond.
• 1:53
  SPEAKER_00: Big brands, big teams, smaller brands, smaller teams, different industries.
• 2:01
  SPEAKER_00: And I really find this split fascinating.
• 2:05
  SPEAKER_00: So in this episode, we're going long.
• 2:08
  SPEAKER_00: We're going to unpack this in detail.
• 2:12
  SPEAKER_00: YAI interviewing tools can actually be a win for candidates, especially when it comes to fairness and diversity.
• 2:20
  SPEAKER_00: How these tools are being used well, with examples from Movember and beyond.
• 2:27
  SPEAKER_00: The reason so many talent leaders are saying absolutely not.
• 2:33
  SPEAKER_00: And then we'll take a look ahead.
• 2:36
  SPEAKER_00: Where is this all going and what it means for us as leaders?
• 2:41
  SPEAKER_00: So this one's a bigger episode.
• 2:43
  SPEAKER_00: Grab a coffee, settle in, let's deep dive.
• 2:50
  SPEAKER_00: So what do we actually mean when we talk about a genetic AI interviewing?
• 2:56
  SPEAKER_00: At its simplest, it's a structured phone interview run by conversational AI.
• 3:03
  SPEAKER_00: The AI asks the questions, captures responses, and feeds that data back to us.
• 3:12
  SPEAKER_00: Think of it like your recruiter colleague who never gets sick, never double books, never loses their notes.
• 3:19
  SPEAKER_00: Gosh, that doesn't sound like me.
• 3:22
  SPEAKER_00: But it's not one size fits all.
• 3:25
  SPEAKER_00: Here's how it shows up in the market.
• 3:30
  SPEAKER_00: Some companies are using voice-based AI phone interviews, like we are with Joel at Movember, which is powered by Out Hire.
• 3:38
  SPEAKER_00: Others are using video-based AI, where candidates record responses to prompts, and the system analyzes both speech and tone.
• 3:48
  SPEAKER_00: And some are using chat-based bots where candidates answer structured questions in text with natural language processing evaluating those responses.
• 4:06
  SPEAKER_00: What matters is the framing.
• 4:09
  SPEAKER_00: If you position it as we're too busy, so talk to a bot, of course, right?
• 4:15
  SPEAKER_00: The candidates will hate it.
• 4:19
  SPEAKER_00: But if you say we want to give you more flexibility and make this easier for you, candidates lean in.
• 4:29
  SPEAKER_00: Here's a thought experiment.
• 4:32
  SPEAKER_00: You're a single parent, you've got a shift job, and put your kids to bed at 9 p.m.
• 4:39
  SPEAKER_00: A recruiter wants to call you at 11am Tuesday.
• 4:43
  SPEAKER_00: You'd probably have to say no.
• 4:46
  SPEAKER_00: But an AI phone interview, you can do it at 10 p.m.
• 4:51
  SPEAKER_00: after the kids are asleep.
• 4:53
  SPEAKER_00: That's the difference.
• 4:57
  SPEAKER_00: Now let me bring it closer to home with what we're doing at Movember.
• 5:00
  SPEAKER_00: And I'm going to read word for word the actual message that candidates get when they're invited to the next stage.
• 5:09
  SPEAKER_00: Hey Alice, we're stoked to invite you to the next step in the Movember hiring process.
• 5:15
  SPEAKER_00: You can jump on a phone interview with Joel, our friendly AI agent.
• 5:20
  SPEAKER_00: Joel's available 24-7.
• 5:22
  SPEAKER_00: So you can chat when it suits you in a space that feels chill and comfortable.
• 5:29
  SPEAKER_00: Think of it as your own on-demand interview sidekick.
• 5:34
  SPEAKER_00: Or if you'd rather keep it old school and speak to a human, you can have a chat to Eden instead.
• 5:41
  SPEAKER_00: Why AI?
• 5:43
  SPEAKER_00: Because we want more candidates to get the chance to engage with us, not just the ones who can squeeze into a nine to five slot.
• 5:51
  SPEAKER_00: Plus, the experience with Joel is designed to be easy, flexible, and fun.
• 5:57
  SPEAKER_00: You'll get a separate message from our partner Outhire with the instructions.
• 6:01
  SPEAKER_00: If you would prefer to talk to Eden instead, just hit reply to this email.
• 6:06
  SPEAKER_00: No stress either way.
• 6:10
  SPEAKER_00: That's how we position it.
• 6:14
  SPEAKER_00: Now here's why this works for us Tone.
• 6:18
  SPEAKER_00: Joel isn't a robot, he's framed as a sidekick.
• 6:23
  SPEAKER_00: Choice.
• 6:24
  SPEAKER_00: Candidates can pick Joel or me, no pressure.
• 6:29
  SPEAKER_00: Accessibility.
• 6:30
  SPEAKER_00: Joel's there twenty four seven.
• 6:32
  SPEAKER_00: No more juggling diaries.
• 6:35
  SPEAKER_00: Fairness.
• 6:37
  SPEAKER_00: Joel asks every candidate the same questions the same way.
• 6:44
  SPEAKER_00: And critically, Joel doesn't decide.
• 6:47
  SPEAKER_00: He collects.
• 6:49
  SPEAKER_00: My team still review, still evaluate, still own that decision.
• 6:55
  SPEAKER_00: And the feedback, the feedback we're getting, candidates like the flexibility.
• 7:00
  SPEAKER_00: They like that they're in control.
• 7:03
  SPEAKER_00: And many of us and many are telling us that it feels less intimidating than a recruiter call.
• 7:10
  SPEAKER_00: That's what's really interesting.
• 7:12
  SPEAKER_00: And when it comes to the percentage of people that are opting into Joel, I should be offended because it's 97% at the moment.
• 7:20
  SPEAKER_00: So only 3% are wanting to talk to me.
• 7:23
  SPEAKER_00: That is really mean.
• 7:25
  SPEAKER_00: But it speaks volumes.
• 7:29
  SPEAKER_00: So let's dig into why candidates actually benefit.
• 7:33
  SPEAKER_00: Because too often the AI conversation is framed as how does this help recruiters?
• 7:39
  SPEAKER_00: So here's what the candidates get.
• 7:41
  SPEAKER_00: Again, flexibility, number one.
• 7:44
  SPEAKER_00: They interview when it suits them.
• 7:46
  SPEAKER_00: And no scheduling stress.
• 7:50
  SPEAKER_00: Number two, again, fairness.
• 7:53
  SPEAKER_00: No human bias can creep into tone or mood.
• 7:59
  SPEAKER_00: Right?
• 8:00
  SPEAKER_00: And we all have bias whether we know it or not.
• 8:04
  SPEAKER_00: And that's unconscious bias.
• 8:06
  SPEAKER_00: And we're aware of that.
• 8:07
  SPEAKER_00: We've all done our EDI training, D E and I, however you like to frame that or discuss that, right?
• 8:13
  SPEAKER_00: Our diversity, equity, and inclusion training.
• 8:15
  SPEAKER_00: We know that we as human beings have unconscious bias whether we're aware of it or not.
• 8:21
  SPEAKER_00: Number three, confidence.
• 8:24
  SPEAKER_00: They can prepare, set up in their own space, and feel calmer.
• 8:31
  SPEAKER_00: And then number four for me is a big one as someone that lives away from the CBD.
• 8:37
  SPEAKER_00: And that's access.
• 8:39
  SPEAKER_00: People in rural areas, carers, parents, neurodiverse candidates, they all get a fairer shot.
• 8:50
  SPEAKER_00: Let me share a couple of stories.
• 8:52
  SPEAKER_00: One candidate told us if this had been a live call, I couldn't have done it.
• 8:57
  SPEAKER_00: I work rotating shifts.
• 8:59
  SPEAKER_00: Joel meant that they could stay in the process.
• 9:03
  SPEAKER_00: Another candidate identified as neurodiverse and said that Joel's structured, consistent tone was actually easier than a human call.
• 9:13
  SPEAKER_00: No awkward pauses, no unpredictable small talk.
• 9:17
  SPEAKER_00: Again, that's the real diversity benefit here.
• 9:20
  SPEAKER_00: Not abstract, but practical.
• 9:27
  SPEAKER_00: Now let's talk about the 80.
• 9:30
  SPEAKER_00: Let's talk about the 48%, actually.
• 9:33
  SPEAKER_00: Let's now talk about the 48% who said no way.
• 9:37
  SPEAKER_00: And here are the top reasons I've heard from leaders Authenticity.
• 9:44
  SPEAKER_00: Fear that it feels impersonal, like we don't value candidates.
• 9:49
  SPEAKER_00: Risk and compliance.
• 9:51
  SPEAKER_00: What if the data is mishandled?
• 9:54
  SPEAKER_00: What if bias sneaks into the system?
• 9:58
  SPEAKER_00: Employer brand.
• 10:01
  SPEAKER_00: Some companies pride themselves on the human touch.
• 10:04
  SPEAKER_00: That's their key to their, that's the key pillar of their employer brand.
• 10:08
  SPEAKER_00: A robot could clash.
• 10:11
  SPEAKER_00: Change fatigue.
• 10:14
  SPEAKER_00: TA teams are already stretched with new systems, hybrid models, RPO transitions that works.
• 10:22
  SPEAKER_00: We're going through so much change at the moment.
• 10:26
  SPEAKER_00: And then this old chestnut, fear of replacement.
• 10:31
  SPEAKER_00: Some recruiters worry this is one step towards being replaced by AI.
• 10:37
  SPEAKER_00: Look, I get these concerns, right?
• 10:41
  SPEAKER_00: They're valid.
• 10:43
  SPEAKER_00: But here's my challenge.
• 10:46
  SPEAKER_00: If we refuse to even test, we don't learn.
• 10:51
  SPEAKER_00: And if we don't learn, we risk falling behind.
• 10:56
  SPEAKER_00: Candidates already live with AI daily.
• 11:00
  SPEAKER_00: Siri, Alexa, Spotify, ChatGPT.
• 11:07
  SPEAKER_00: Recruitment, it isn't a sacred, untouched space.
• 11:12
  SPEAKER_00: The real question isn't should we use AI?
• 11:17
  SPEAKER_00: The real question is how do we use it responsibly in a way that adds value for candidates?
• 11:25
  SPEAKER_00: And let's be clear: AI is not replacing recruiters.
• 11:32
  SPEAKER_00: It's giving us time back so that we can focus on strategy, storytelling, and relationships.
• 11:39
  SPEAKER_00: The things that really matter.
• 11:42
  SPEAKER_00: And I'll take that further.
• 11:44
  SPEAKER_00: The things that got us into this game in the first place.
• 11:48
  SPEAKER_00: We're elevating that human experience.
• 11:52
  SPEAKER_00: This is why we are recruiters.
• 11:54
  SPEAKER_00: This is why we are talent acquisition leaders.
• 11:58
  SPEAKER_00: Strategy, storytelling, people.
• 12:07
  SPEAKER_00: Let's zoom out to some industry-wide examples.
• 12:12
  SPEAKER_00: In retail and logistics, AI screening is already normal.
• 12:17
  SPEAKER_00: Why?
• 12:19
  SPEAKER_00: Because screening five thousand warehouse applicants manually is not humanly possible.
• 12:27
  SPEAKER_00: Graduate programs are using AI to ensure every applicant is interviewed, not just the ones with polished CVs.
• 12:37
  SPEAKER_00: Again, that's more inclusive.
• 12:42
  SPEAKER_00: Some organizations are integrating AI interviews into analytics dashboards, spotting where candidates drop off, which questions are working, even what time of day candidates perform best.
• 12:59
  SPEAKER_00: Now let's look ahead.
• 13:01
  SPEAKER_00: My prediction, my prediction is in three years, AI interview will be completely normalized in high volume recruitment.
• 13:11
  SPEAKER_00: Completely.
• 13:13
  SPEAKER_00: Opt-in out will be standard practice, and candidate choice will be non-negotiable.
• 13:21
  SPEAKER_00: It should be now.
• 13:22
  SPEAKER_00: If you're experimenting, it should be now.
• 13:27
  SPEAKER_00: AI will sit inside our ATS, feeding into people analytics dashboards, giving us the data to actually improve processes.
• 13:39
  SPEAKER_00: At Movember, our philosophy is simple.
• 13:42
  SPEAKER_00: AI is a tool, not the tool.
• 13:48
  SPEAKER_00: The real value of talent acquisition will always come from strategy, storytelling, and people.
• 13:57
  SPEAKER_00: AI just frees us to do that better.
• 14:04
  SPEAKER_00: So here's where I want to leave you.
• 14:07
  SPEAKER_00: AI interviewing isn't about cutting recruiters out.
• 14:11
  SPEAKER_00: It's about widening the door.
• 14:15
  SPEAKER_00: More choice, more fairness, more access.
• 14:20
  SPEAKER_00: At November, Joel is part of the process, but never the only option.
• 14:27
  SPEAKER_00: We balance innovation with humanity.
• 14:31
  SPEAKER_00: The poll results told me we're in a transition moment.
• 14:35
  SPEAKER_00: Some are using AI, some are testing.
• 14:40
  SPEAKER_00: Almost half are saying no.
• 14:43
  SPEAKER_00: And that's okay.
• 14:46
  SPEAKER_00: But my advice, don't dismiss it outright.
• 14:50
  SPEAKER_00: Try it, test it, learn from it.
• 14:55
  SPEAKER_00: Because our candidates are already living with AI every single day.
• 15:00
  SPEAKER_00: They're comfortable with it.
• 15:02
  SPEAKER_00: My 97% that are choosing Joel over me, and how heartbroken I am by that.
• 15:09
  SPEAKER_00: There goes my self-confidence, right?
• 15:11
  SPEAKER_00: But they're comfortable with it.
• 15:13
  SPEAKER_00: And if we ignore it, we risk being the ones out of step.
• 15:18
  SPEAKER_00: Why is our industry so different?
• 15:23
  SPEAKER_00: Why do we have a problem embracing this?
• 15:26
  SPEAKER_00: Where it's already being embraced by the general population, right?
• 15:30
  SPEAKER_00: And the general population are our candidates.
• 15:35
  SPEAKER_00: This has been Eden Haddock, Total Talent.
• 15:38
  SPEAKER_00: Thanks for tuning in.
• 15:40
  SPEAKER_00: If you've tried AI interviewing, or if you're firmly in the No Way camp, I want to hear from you.
• 15:46
  SPEAKER_00: So reach out on LinkedIn, share your story.
• 15:48
  SPEAKER_00: Let's keep the conversation going.
• 15:51
  SPEAKER_00: Until next time, stay on the tools, stay curious, and keep pushing the boundaries of talent acquisition.
• 16:02
  SPEAKER_00: Cheers, folk.