Speaker 2: 0:06

Welcome to Real Talk on Talent, a human resources podcast where we talk about talent acquisition, recruiting and all things hiring. Hey Dina, hi Hilary, welcome back. Thank you, I'm excited to be here today. I'm always excited to be here with you, I know. Thank you, I'm excited to be here today. I'm always excited to be here with you. Sometimes it takes me a minute to get like my momentum, but I'm always excited to sit down with you.

Speaker 3: 0:31

So I have my coffee right now. So. I'm hoping that can kickstart my momentum.

Speaker 2: 0:35

Also, I just realized that the human mug matches the color of your dress by design Nailed it.

Speaker 3: 0:40

My coffee mug always matches what I'm wearing. It's very on brand.

Speaker 2: 0:43

Yeah Well, there we go. As the marketing person here, I'm very proud of this. Thank you, thank you you know we talked one time about getting custom human scarves.

Speaker 3: 0:50

Yes, we still need to make that. Yeah, yeah, no, I would like that, okay.

Speaker 2: 0:54

Let's do it, I would like that. Yeah, of course we're going to jump straight in to AI, ai, because we keep referencing it. Everybody's talking about it. Literally as we were sitting down, I got an alert from the New York Times all about AI, like it's Killer robots. Yes, yeah, can't get away from it. Yeah, not the robots that we're not going to talk about.

Speaker 3: 1:19

We're going to stay away from them. We so we really can't, we're not gonna talk about killer robots?

Speaker 2: 1:23

Okay, good, because this is the talent podcast Okay Okay, good Helpful direction there.

Speaker 3: 1:29

Got it. Okay, got it.

Speaker 2: 1:30

So I would like for us to talk about AI, but specifically thinking about how AI is being integrated into the recruitment process, how you use it, and also thinking about pros and cons and even just some interesting elements that I'm sure will come up as we talk about AI and how leaders and recruiters should can think about it. Maybe even candidates. Oh yeah, Love it, Love it. I do want to start this by admitting that I have never used chat GPT. You love it, I do love it.

Speaker 2: 2:11

I feel like we're a good representation of the two sides of. Ai in the informal adoption. Yes, for me. I find so much pleasure in like crafting words and like doing analysis that I just haven't ever thought about where I would want to integrate it into my day-to-day work life. So let's start here. You are a recruitment operations leader, you work in sales, you lead people, you interface with a lot of different individuals. How do you use ChatGPT, or I should say AI, ai.

Speaker 3: 2:50

Yes, so you know what? That is actually something that I want to say, I think, since AI is relatively new and ChatGPT seems to be the product that everybody knows, it is the thing that brought AI to the masses in a usable way. One thing I often hear people saying is well, how are you going to use chat GPT in recruitment? So I want to be clear, like that's not the right way to say it, so, Hillary, don't say that again. It's.

Speaker 2: 3:12

AI. You know what I am learning from you there we go.

Speaker 3: 3:17

So, first of all, huge fan of AI. For me, what I really like is, as I was explaining earlier, sometimes my brain is like a bowl of spaghetti and I don't know where to start with it. So for me, AI platforms such as ChatGPT are a great place to organize my thoughts, so I can take a whole bunch of data, dump it in there and it'll spit out some high, you know. Here are the highlights.

Speaker 3: 3:42

Kind of help you digest it and start somewhere. Exactly, exactly, but's a great call out, but from a recruitment perspective, like there are lots of different use cases for it, I think where I'm struggling right now to actually see it applied is in a cohesive manner within one platform.

Speaker 2: 3:59

Yes, yes, and you kind of see this like race to AI, where, as soon as it became available to the mass market, everybody started you know, snapchat's like we're going to give you your AI best friend, and the job boards are putting AI content, like recommendations, into their sourcing tools. It is absolutely been this. Here's this ability. How can we commercialize it? And I do think that, for on the recruiting side, there has been a very tight focus on recruiter efficiency, which I think is the number one place that AI is really breaking into the recruitment space, completely agree.

Speaker 3: 4:42

I think that's the best place for it to break in.

Speaker 2: 4:45

Okay, tell me for you, because we actually talked about efficiency last time, yeah, yeah, so, and we didn't even touch on AI interestingly, we tried to save it for this topic. We talked about AI. So when you think about AI, there are a number of studies that talk about pros and cons, how people play into it, all that kind of stuff. Give me your perspective on, very tactically, how you think AI should and is most effective at the recruitment level.

Speaker 3: 5:13

Yeah, so when I think of a recruiter, I want to think of what is their highest and best use of their time. When you think of anybody in their role, what is your highest and best use? As a recruiter, your highest and best use is not administrative tasks, and that is where I see AI helping out quite a bit.

Speaker 2: 5:30

Okay. So when you say that, I immediately think of job descriptions.

Speaker 3: 5:33

Job descriptions, what else? Yep? So there is. We actually demoed this ATS and I absolutely loved it, but for some reason it's not going to work for our business needs. But I'm going to tell you all the bells and whistles that this particular system had without saying it.

Speaker 3: 5:49

So here's what I loved, and to me it outlined every opportunity for recruiter efficiency. So first, a recruiter needs to create a job built in AI to help with that job description. Okay, it does the candidate communication on the front end to kind of screen out candidates Email text, chatbot, chatbot. So chatbot and again these are often very black and white things that it is screening candidates out for so basic qualification questions. I don't want my AI making decisions, I want them following kind of instructions that I gave it almost.

Speaker 2: 6:26

So that's interesting, but that's not AI. You're right, because if they're just following if-then statements, then that's just natural language processing or automated processes.

Speaker 2: 6:34

But you do bring up a good point where you said it does the initial screening for black and white elements. So, looking for certifications, If it were me I'd probably stick to those types of very formal. There is no nuance to it. You must have it to take this role. But maybe you use AI to further discover skill abilities or think about how you could translate other experiences in. So it's not kicking them out, but maybe it's helping like digest that experience and bring it forward to the recruiter.

Speaker 3: 7:10

Yeah, so I think that. So just from a pure productivity perspective, there's a lot of time to be saved by recruiters If there is some type of technology having a conversation with candidates saying, hey, this job is 40 hours a week, you have to work weekends and compensation is $12 an hour. Are you interested in moving forward?

Speaker 2: 7:34

But you don't need AI for that, you don't need AI for that, full stop.

Speaker 3: 7:42

Actually, though, here you're going to bring me up, I'm going to, I'm going to. I think I need another cup of coffee. No, put it down. Pre-podcast, okay. So when we first heard about AI in recruitment world, I think there were some technologies that came out and they said this is AI recruitment technology, because it sounded nice, but it was not actually, but it wasn't actually. Because it sounded nice but it was not actually, but it wasn't actually. It is what I'm describing right now. It is where you go in and you program answers and it will screen candidates according to your answers. That is helpful in some situations. Again, those are high-volume type jobs where we are screening people on very black and white things. Fine, but you were talking about recruiter efficiencies and how AI ties into it.

Speaker 3: 8:24

Here we go. So recruiter efficiencies scheduling candidates that helps. Let's look at candidate availability. Recruiter availability when I really started to get excited about some of the efficiencies were some technologies that we demoed actually had recruiters doing phone screens. Ai was listening on their phone screens. As a result of that conversation, it would write up the candidate summary for you. Here's everything we heard about the candidate.

Speaker 2: 8:50

It could go ahead and distill that information In an ideal world, love it. It sounds amazing and I'm totally bought into that. I completely agree Get rid of all of the administrative tasks so that a recruiter could spend their time building relationships, sourcing for hard to fill candidates, et cetera. We didn't even talk about AI sourcing that. We. Maybe we'll tap it, not if we have time. What two things.

Speaker 2: 9:16

There have been some studies concerns that AI. Because AI is completely founded on, like, the information being fed to it right and like, for example, google has been serving up more like AI solutions, like. I think it's specifically tied to Reddit is the example I'm thinking of and this may be a correction section if I'm getting the specifics wrong but the AI is serving up answers from Reddit, but, as you can imagine, some of the answers from Reddit that are being shown on Google are not great and, in fact, some are just straight up bad. So, yeah, so what happens if AI is not actually getting better? And how do you have a recruiter? Make sure that they're not over-relying on the information being served back to it, because we know it's not perfect. Yeah, so how do you?

Speaker 3: 10:10

navigate that. So first don't ever blindly trust anything. Life lessons from Dina DiMarco.

Speaker 1: 10:16

Life lessons.

Speaker 3: 10:17

Don't put blind trust in something, except for me, obviously, okay, obviously, in this particular scenario where AI is writing the candidate summary, really what it's doing in that case is it's saving the recruiter, it's allowing the recruiter to spend more time listening to the candidate, really paying attention, paying attention, truly understanding. I like that, I like that. So when you get that summary, the recruiter is not going to just send that summary right over to the manager. It's going to make a couple of tweaks and it's going to say I'm going to add this, I'm going to take that down, but that saves the recruiter then from having to go ahead and write their own summary, upload it into the ATS, wordsmith it for the client, all of those type of things. That's a really good point.

Speaker 2: 10:57

I didn't even think about it that way, because I did see I'm not going to call out who it was. It was a staffing company that was talking about benefits of AI and one of the things they said is to serve up a resume and your job description and ask AI to basically talk about compatibility. Okay, interesting, which is an interesting angle, because you may not consider how certain backgrounds are tie in. Yeah, but two things One, I feel like that's your job as a recruiter. Yes, I feel like a summary could be interesting, but if you're basically saying what's the compatibility on this? Like it was like a beige flag for me, not beige, what is it? An orange flag for me?

Speaker 3: 11:35

OK, the other you do tend to be a neutral person, so I could see how a beige flag would work for you, I think beige flag is like there is no good or bad?

Speaker 1: 11:42

There we go.

Speaker 2: 11:45

The other thing is what if a candidate has written their resume based off your job description using AI? Okay, so they take your job description, they throw it in a chat GPT say, here's my experience. Now make it sound great. Essentially, you have chat GPT applying to a job or AI applying to a job and AI analyzing the application, so you don't actually have any human intersection there at all, yeah, yeah.

Speaker 3: 12:12

So again, is that wrong though? So it is wrong. Okay, it is wrong. And this is where people need to be involved in the hiring process. You know there is always going to be this discerning element, so, in that need to me needs to be involved in the hiring process. You know there is always going to be this discerning element, so, and that need to me needs to be a human element of who is going to actually make the decision whether or not somebody moves forward. I think my biggest concern with a lot of the AI platforms is is what is the data set that they are learning from and what are, what are the biases that exist in there? And then you know, to the point you just made, how, right now, there's such an emphasis on skills-based hiring, where we are looking for people. You know you don't have to have the exact experience, but do you have relevant and adjacent skills? You know the idea of comparing a resume to a job description really kind of undermines that concept.

Speaker 2: 13:00

That's interesting and you know you said that.

Speaker 2: 13:02

The whole idea of skills based hiring, I think one.

Speaker 2: 13:07

What that makes me think of is we often talk about integrating AI for efficacy, to be able to make recruiters move more quickly, you know, to see more candidates shorten your time to fill all that kind of stuff. But I would argue that when you add in AI, you actually need to rethink your process in general. It's not a one-to-one switch. You're not just saying, hey, you're not scheduling candidates, therefore you should have more candidates on your calendar. That might be a byproduct but saying, because you are no longer doing this, the expectation is you're no longer taking notes in your interview with the candidates, so your default may be to be like, oh great, now it took me half as long to get my summary, I'm just going to send it over. But what's the new step in the process that you can add in? To be a better recruiter, to have better relationships, to learn about skills-based like that creativity. But I think it's a leader's job to set the expectation of if we're investing in this tool so that you no longer have to spend time here.

Speaker 2: 14:13

It's not just so that you can see more people. Yeah, it's so that you can see, so you can learn more people, that's not right.

Speaker 3: 14:21

Well, you know what I mean. Yeah, we don't only want to impact the quantity of work that we're doing, we want to impact the quality of work that we're doing as well. Quantity will be a byproduct of that.

Speaker 3: 14:33

I agree Quantity is going to be a byproduct, but you nailed it on the head with what you just said, because people's default is going to be oh, I'm so much more productive now more quantity. How do you take the efficiency and the time back that you've gained to enhance your skills and to become a better recruiter in general? How are you now, when you're on that phone screen, asking really probing questions towards the candidate? How do you spend more time understanding which skills truly are transferable, doing backend research, whatever it is?

Speaker 2: 15:01

I think that is something that when you read about AI and recruiting, it's so very tactically based. But that idea of like I'm kind of stuck on the skills transference or I'm even thinking about like second chance candidates.

Speaker 2: 15:17

Okay, Like people from either that you may just say, oh, you don't meet the qualifications, like whatever. If we can use AI efficiently, it actually opens up the door for us to better not just find and engage, but even potentially coach and help and help the business rethink. Not just say, here's a candidate, how they're going to fit in, or you have these skills so you candidate can transfer these skills into the role to benefit us. But you could even say that it'll allow talent acquisition to go back to the business and say, look, there's an opportunity here, whether it's with someone who's a second chance, or if we start this training program, we can help them into this. Like it could really help the business do better by the candidates that come in, not just better screen out candidates that don't fit.

Speaker 3: 16:10

Yeah, yeah, there's. There are a lot of doors that it opens for you, and that's what I think we're using it right. If you use it right, I think that's what we're just beginning to open up is like okay, yes, we know AI is going to make you more efficient. There are lots of tactical ways, but as that door begins to open wider, what are you doing with that? Yeah, you know, and to me, that's the exciting part.

Speaker 2: 16:31

Do you know I, as a marketer, I've struggled with job descriptions for a long time Especially. You know they have to sound professional, you have to hit all the important stuff You're playing into. You know the algorithms of the job boards and their rules of posting you kind of like. Honestly, job descriptions have kind of been a struggle where I'm like they're just not that fun to write. So what I would love to see talk about the fun, creative things we can do I want to see a job description written in limerick Okay Fullick, okay Full stop Okay.

Speaker 1: 17:05

Chat GPT could do that for you.

Speaker 2: 17:06

That's what I'm saying that's what I'm saying. So instead of just being like, oh yeah, yeah At Human, we're a great place to work, Do you have these seven skills? Three of them are preferable. You could start on Tuesday.

Speaker 3: 17:22

Like instead like Tuesday. Instead, use ChatGPT to turn it into a limerick, Spice it up and let's see. Yes, so here we go there. Once was a company in Nantucket, or whatever. I am totally down to beta test this. Let's do it. We'll go rogue, we'll post the job on our own. Not rogue, not rogue, not rogue. We never go rogue. We don't go rogue Ever. No, nobody has approved this podcast, but actually I actually love that idea. You know what I mean.

Speaker 2: 17:43

Like have fun. Think about the candidate is one. What do they actually need to know? And I do agree, like I'm a big believer in like to the point. This is the role, like here's what you'd be doing, here's what you need to know, here's what would be kind of helpful if you knew. But I'm also thinking about that slog of going through, especially right now, is like we're shifting more to an employer market. I've seen more and more people on LinkedIn who are like I'm looking for work I've applied to a bunch of jobs.

Speaker 2: 18:12

How nice would it be if you see the same marketing specialist job description 17 times and then all of a sudden you get one that's written in rhyme?

Speaker 3: 18:21

Yeah, well, I think they're. You know what? We are totally going off the rails here, but I'm into it.

Speaker 2: 18:26

We're not, though, because we're talking about the impact of AI.

Speaker 3: 18:28

AI. There we go, Okay. So I do think it's a unique opportunity for companies to tell a little bit more about themselves in a more authentic way.

Speaker 2: 18:37

What do you think about AI in like an analysis stand? No, not analysis. What I mean is like screening, so like you have your database and you have AI layered on and they're kind of analyzing all of the candidates in there to source up potentially qualified individuals. What do you think about AI sourcing?

Speaker 3: 19:00

So you know, initially I'm all for it, because here's what I'll tell you I do feel like there's an opportunity, there are candidates within your database that are good, and it's a goldmine, and databases are often untouched. What I worry about and what I think about is, like there was that Workday lawsuit where Workday's AI you know they were being sued because they were saying the bias in the system. So what I don't know enough of is how is it serving up these candidates and what is helping it to make that decision? What's its learning process?

Speaker 2: 19:36

And I guess that is true for AI in general. So what's the responsibility of the human? Yeah, and is that sorry answer? And then I've got something that popped in my head yeah.

Speaker 3: 19:48

So I think for me personally, until I can become comfortable with the AI platform and understanding how it's learning, what's its data set, what are the biases? Where I want to use AI is not on decision making, but I want to use it more on so you would not use it for sourcing. I'm not saying I wouldn't use it for sourcing, but I'd be foolish not to use it for sourcing. I mean, listen, if everybody's adopting AI which they are you will get left behind if you do not adopt it. I am just recognizing that there is potential risk out there with it.

Speaker 2: 20:25

Yeah, I have seen more and more companies starting kind of like companies have security policies, having specific statements around expectations for AI use, so kind of like there are expected behaviors of how you show up on social media, of how you use your work computer, that kind of thing. They're starting to have more formal company positions on how AI should be used and can be used in regards to work.

Speaker 3: 20:50

Yeah, yeah. So I'll tell you one kind of interesting use case here. So my recruiters are often required to recruit for a variety of job functions, sometimes which we've stopped doing this because we found it didn't work they were being asked to recruit for a job function that they have never recruited for before and what I found they were doing was they were going to chat GPT and they were saying what are a list of questions I can ask the hiring manager to understand this position and a list of questions to ask the candidates? It is, but not if you don't actually take the time to understand the position itself. Sometimes it can be a shortcut to a detriment.

Speaker 2: 21:31

Yeah, and if they serve up like incorrect information or in a way that, if you said it, it's like a trigger, you don't actually know what you're talking about. Exactly yeah, and so I do think that's part of the risk as well with AI, but I do think to your point, like knowing where to start to go in and say, hey, here's this new position. Like Whitney, who did we just hire on? The marketing team? Emery, no. The DevOps no.

Speaker 1: 21:57

Oh, that's still in the works.

Speaker 2: 21:59

No, but what's the role? Oh See, it's a very specific. You ladies need a cup of coffee, but so this is the exact See the fact that we can't remember the exact title we just hired a very or we just we have an open position for a very specific digital data analytics, specifically as it ties into the revenue cycle and CRM management, reporting, that kind of thing. So if you are a recruiter who has no marketing experience, no data analytics experience, and you sit down to say, okay, I have to go find someone, chad GBT could be like, okay, great, let's give a little bit of context about CRMs and like how you look at revenue cycles and maybe go look into this, and so it could open up a door to start saying here are the things that are going to tie into this.

Speaker 3: 22:53

Yeah, I think the important part is it's fine to ask chat, gpt, what are good screening questions, but make sure that the fundamental learning is there too. So, again, it's not just relying on AI.

Speaker 2: 23:06

What are you screening for, not what questions are you asking?

Speaker 3: 23:09

in the screening process and it's really making sure that you're partnering AI with the additional learnings the foundational learnings of it, so it can accelerate people's learning process. It can make you come up to speed on something much more quickly, but it is important that you actually take the time to absorb the information as well. I completely agree, okay.

Speaker 2: 23:29

So reference back to our generational podcast Okay, gen Zers are not going to Google to find answers, they're going to TikTok. They're using TikTok as, like, the number one, like search engine, okay, which we didn't touch on this, and I have a lot of opinions about TikTok or chat GPT.

Speaker 3: 23:54

So, if I am correct, chat GPT's data is a couple of years old, like they're not getting the most recent stuff, so I would actually pick TikTok, you would.

Speaker 2: 23:59

Over chat GPT.

Speaker 3: 23:59

Interesting. That being said, I have never been on TikTok before, so you haven't. No, oh no, I'm not a TikToker.

Speaker 2: 24:06

So then that's a little bit of a I'm on MySpace. I'm not a TikToker, so then that's a little bit of a I'm on MySpace.

Speaker 3: 24:11

That's a throwback. Tom is my one friend. I'm on Zynga, sorry. Zynga is the real throwback. Never even heard of that one. Interesting because Actually, I mean no, I would do chat, tpt. I mean I don't know, I guess it depends what you want.

Speaker 2: 24:27

If I want current information, it's just, it's an interesting thing because you are still going to an intermediary to analyze and process information and bring it back to you. Anyway, we went off on that one a little bit. Any other thoughts on AI and recruiting?

Speaker 3: 24:42

Yeah, I think so. No, you know, I think there is. There's a lot of opportunities with it. I think things to consider and things to think about is how can it easily integrate within your workflow, while there's a lot of different technologies out there, nobody wants to work in 20 different technology platforms. So don't just buy the shiny object and, with the capacity that people have from it, figure out how you can better them in their professional career and bring new skills into it.

Speaker 2: 25:11

So I think it's a great way to wrap it. Boom, boom. Thank you, dina. That's a wrap. That's a wrap on AI for today. We're definitely going to have a correction section next time, because I'm going to avoid this.

Speaker 1: 25:22

Okay, the job title is Revenue Operations Analyst.

Speaker 2: 25:26

Oh, I should have remembered that. Oh, revops Analyst. Oh, I should have remembered that, oh, revops analyst. See, I said I think it's a digital anyway.

Speaker 3: 25:31

RevOps analyst.

Speaker 2: 25:32

There we go, there we go. Thank you, whitney. We have no correction section from last time. No, listen, we are nailing this. I really hope we don't like age out of correction section, because I truly enjoy it. Correction section.

Speaker 3: 25:48

Just for fun, just for fun, just for fun. For some reason I've taken Tolkien at the camera going like this lately.

Speaker 2: 25:55

Why not? You have a beautiful face.

Speaker 3: 25:56

There we go.

Speaker 2: 25:58

Whitney hot takes Hot topics. Last time was hot, so we've got something to live up to on this one.

Speaker 1: 26:06

This is actually a hot take from someone you may or may not know. Not on a personal level, if you may or may not know. Not on a personal level, if you do let me know, uh, anyway, uh, so this is from a comment that Neil Druckmann made about AI.

Speaker 3: 26:27

He is the creator of the last of us.

Speaker 1: 26:29

Okay, good series. So he said he voiced his support for AI, saying that you know it's going to give them the ability to do motion capture right from home. It reduces both costs and technical hurdles and opens the door for them to take on more adventurous projects and push the boundaries of storytelling in games. The problem is a lot of people took that as quote. Oh then all you're saying is we need less people to pay wages. What's your take on it?

Speaker 3: 27:02

Yeah, so maybe they need less people, which, if okay, don't don't be mad at him. He found he's using efficiency to run his business better.

Speaker 1: 27:15

Don't be mad, let me frame it a little better. So what is, where's that fine line between reducing costs and improving efficiency and keeping people on top of mind?

Speaker 3: 27:30

Yeah, yeah, great question. So I think this is really similar to the conversation we were having before, and it is that, yes, ai may replace some careers, but it may also give other individuals the opportunity to elevate the work that they're doing. So I don't know enough about game making other than I game making. I played Hogwarts, legacy. That's really kind of my gaming experience. But you know, to me this is again the opportunity to how do you get rid of the mundane and maximize other people's skills.

Speaker 2: 28:01

It's interesting because it made me think of and I don't remember which movie it is was not qualified for the Oscars, and this was back in the day because they used CGI. Okay, and now all movies are made with CGI.

Speaker 2: 28:19

We're going to have to look up that, whitney, so we can put that for next time and so this may be something that becomes a little bit of a non-issue. Yeah, yeah, like. So here's the other example I'll use is lucas films. Okay, they have a fascinating um, there's a fascinating uh series I think it's on netflix of the entire history of the special effects group that did all of the star wars stuff and was critical in like cgi development, like whatnot, and through their evolution into computer graphics.

Speaker 2: 28:53

And now the way that they do like the Mandalorian. They don't even have sets. They have these super high tech like TV screens that they can project the background on. So they don't even do set building anymore for these. That's why they're able to produce these movie level like experiences for tv series. So if you think about that, all of these people who did all of the puppetry, who did the clay, who just said they're no longer being used, but there was an adaption of many people to say, how do you take that knowledge of the physical and bring it into the digital space? So bridging that gap. So I think there is like a skills transference. But I also think that this is something we've faced as a society over and over again. We don't have telephone operators anymore. No one thinks about that.

Speaker 2: 29:42

You know, and so I do think it's going to be a shakeup. I think that we're going to need to, as an education system, think about what do skills look like Like there? I think that we're going to need to, as an education system, think about what do skills look like Like there's kind of that whole thing. The other thing thank you for letting me run with my nerdy side of the house.

Speaker 2: 29:57

I liked it Because the other piece is I referenced this before, I think about the book series Dune. Okay, new movie yes, great, but read the book, it's amazing. Movie yes, great, but read the book, it's amazing. And the whole thing is essentially that they referenced it in the past, that they that like technology. They kind of like said screw you technology, like we're giving up on you. So then they trained the human mind to be able to process like a computer. So I sometimes I'm like are we heading on this path where eventually we're going to get so digitally driven that we're going to say let's go back and like be, use the human mind to get us where we need to go? It's not relevant. I just had to bring it up because I love it.

Speaker 3: 30:36

Listen, I'm, I'm, I'm for it. Um, I actually just watched Dune one and two on the play and now I'm starting the book next week, so good, there we go, there you go.

Speaker 2: 30:44

Okay, love it.

Speaker 3: 30:55

Yeah, right in high school school.

Speaker 2: 30:56

It's one I go back to all the time. It's fabulous. Um, I would totally put my brain towards like a prototype, um, you know, futuristic human computer power. Yeah, we wouldn't, yeah like, so you have like super processing, exactly, yeah, obviously.

Speaker 3: 31:01

Random note, I do believe that telekinesis is a possibility. We just haven't figured it out yet.

Speaker 1: 31:05

Dead serious so using ai to unlock the entire brain's potential?

Speaker 2: 31:13

maybe potentially uh-huh, uh-huh, well where I was going. Well, let's save that one, okay, because I I do believe that there's more, that there's a lot we don't understand. I have never taken that to the telekinesis side of the house, but I'll follow you there. I'll move this coffee mug as soon as we're off here, we can do it. Um, anything else on that, on ai and jobs, and no, no, I will say and I've said this before and I'm stealing this quote I really need to find out who said it originally or if it's just one of those internet things that pops around. I want AI to do my laundry and my chores, yeah, so I can spend time making art.

Speaker 2: 31:55

Okay, I don't want AI to make art.

Speaker 3: 31:58

So I can spend time doing the- 100%.

Speaker 2: 32:02

Yeah, so that is what I want.

Speaker 3: 32:04

Yeah, I'm for it, cool yeah.

Speaker 2: 32:09

Thanks, dina, don't meet again, hilary, I'll, I'm for it, cool. Yeah, thanks, dina, join me again. We'll see you next time. Bye, bye.