Ep #14 - Recruit to Retain in the Age of AI w/ Janice Litvin

Guest: Janice Litvin — 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗘𝘅𝗽𝗲𝗿𝘁 | 𝗞𝗲𝘆𝗻𝗼𝘁𝗲 𝗦𝗽𝗲𝗮𝗸𝗲𝗿 | 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 & 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁 Burnout is no longer a personal issue. It’s a performance and retention issue. Since 2021, over 79% of American workers have reported feeling burned out. When people burn out, performance drops, turnover spikes, and it can cost 50%–200% of salary to replace them. No one wins. I work with leaders and teams to banish burnout, build emotionally intelligent managers, and create cultures no one wants to leave. With a solid background in corporate IT, banking, and recruiting, I saw burnout up close, both personally (I lived it) and professionally (I watched teams struggle). Today, my clients: • Improve retention and reduce unwanted turnover • Increase focus, engagement, and sustainable performance • Shift from reactive stress management to proactive culture design 𝗙𝗼𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗰𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗮𝘀𝘀𝗼𝗰𝗶𝗮𝘁𝗶𝗼𝗻 𝗲𝘃𝗲𝗻𝘁𝘀: I deliver high-energy, practical sessions your attendees will use immediately, and your post-event surveys will reflect. Here are 3 keynotes (and workshops) I deliver to help organizations prevent burnout and boost retention. • 𝗕𝗮𝗻𝗶𝘀𝗵 𝗕𝘂𝗿𝗻𝗼𝘂𝘁: 𝗠𝗼𝘃𝗲 𝗳𝗿𝗼𝗺 𝗦𝘁𝗿𝗲𝘀𝘀 𝘁𝗼 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 • 𝗕𝗮𝗻𝗶𝘀𝗵 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗕𝘂𝗿𝗻𝗼𝘂𝘁: 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗧𝗵𝗿𝗶𝘃𝗶𝗻𝗴 𝗧𝗲𝗮𝗺𝘀 • 𝗥𝗲𝗰𝗿𝘂𝗶𝘁 𝘁𝗼 𝗥𝗲𝘁𝗮𝗶𝗻: 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗶𝗻 𝘁𝗵𝗲 𝗔𝗴𝗲 𝗼𝗳 𝗔𝗜 For organizations ready to go deeper, I also offer 𝗕𝗮𝗻𝗶𝘀𝗵 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗔𝗰𝗮𝗱𝗲𝗺𝘆, a high-impact engagement that helps leaders and teams apply tools long-term through guided implementation, coaching, and accountability. If you’re planning a conference or company event, or you’re tackling burnout or retention inside your organization, I’d love to connect 𝗝𝗮𝗻𝗶𝗰𝗲@𝗝𝗮𝗻𝗶𝗰𝗲𝗟𝗶𝘁𝘃𝗶𝗻.𝗰𝗼𝗺. 𝗟𝗲𝗮𝗿𝗻 𝗺𝗼𝗿𝗲: 𝘄𝘄𝘄.𝗝𝗮𝗻𝗶𝗰𝗲𝗟𝗶𝘁𝘃𝗶𝗻.𝗰𝗼𝗺 When I’m not on stage, you’ll find me teaching Zumba classes for fun and fitness.

Summary In this episode of The Human Protocol Podcast, host Mykel Salomon and guest Janice Litvin discuss the evolving landscape of recruiting in the age of AI. They explore the importance of maintaining human connections in recruitment, the role of AI in streamlining processes, and the critical need for companies to focus on retention by fostering a supportive workplace culture. Janice shares insights on how to rehumanize recruitment, the significance of psychological safety, and offers practical advice for job seekers and HR leaders alike. The conversation emphasizes that while technology can assist in finding talent, it is ultimately the human element that sustains relationships and drives success in organizations. Takeaways AI can assist in recruitment but cannot replace human connection. Retention starts from the first interaction with candidates. Companies must ensure their culture aligns with employee values. AI tools can have biases that need to be audited. Recruitment should focus on both skills and cultural fit. Communication is key in the recruitment process. Job seekers should highlight unique skills and accomplishments. HR leaders must prioritize the well-being of their teams. AI should be used to enhance, not replace, human interaction. Fostering psychological safety is essential for employee engagement. Chapters 00:00 The Evolution of Recruiting in the Age of AI 02:10 Janice Litvin: A Journey from Tech to Recruiting 05:01 The Importance of Human Connection in Recruiting 11:52 Retention: The Key to Successful Recruiting 16:04 The Role of AI in Recruitment: Benefits and Pitfalls 21:50 Wellbeing and Company Culture: A New Era of Expectations 28:21 Navigating the Future: Balancing AI and Humanity 33:16 Embracing Change and Passion in the Workplace 35:48 Recruit to Retain: The Importance of Fit 39:15 The Human Element in Recruitment 43:15 Understanding Workload and Burnout 46:56 Rehumanizing Recruitment in the Age of AI 50:33 Advice for Job Seekers in a Changing Landscape 54:00 Guidance for Companies Implementing AI 01:00:00 Ethics and AI: A Call for Critical Thinking 01:00:22 Advice to a Younger Self: Embracing Self-Worth

Conversation Summary

In this episode of The Human Protocol Podcast, Mykel Salomon and guest Janice Litvin unpack the evolving landscape of recruitment in the age of AI, emphasizing the essential role of human connection amidst technological advancements. The conversation pivots around the necessity of rehumanizing the recruitment process and fostering workplace cultures that prioritize retention. Litvin's insights highlight the importance of psychological safety and ethical use of AI, urging recruiters and HR leaders to focus on building genuine relationships with candidates while utilizing AI as a supportive tool, not a replacement.

AI Cannot Replace Human Connection in Recruitment

Despite AI's capabilities in screening resumes and predicting performance, it falls short in understanding potential and fostering genuine human connections. Janice Litvin emphasizes that the essence of recruitment lies in the relationship-building aspects that AI cannot replicate.

Retention Begins with the First Interaction

Litvin stresses that retention is a crucial aspect of recruitment and truly starts with the first contact a company makes with a candidate. This interaction should reflect the company's culture and values, setting a consistent tone that aligns with what prospective employees seek in a workplace.

AI Tools Must be Audited for Bias

AI systems, while powerful, can inadvertently embed biases based on how they are programmed. Litvin advises that organizations rigorously audit these tools to ensure a fair and inclusive hiring process, free of unconscious bias.

Psychological Safety is Key to Employee Well-being

A supportive work environment that ensures psychological safety is critical for employee engagement. Janice highlights the need for leaders to create spaces where employees feel valued and heard, thereby enhancing retention and job satisfaction.

Effective Recruitment Encompasses Skills and Cultural Fit

Recruiters should consider both the technical skills and the cultural fit of candidates. This holistic approach ensures that new hires align with the company's mission and contribute positively to the workplace culture, promoting longevity in roles.

Final Thoughts

Janice Litvin's discussion with Mykel Salomon underscores the delicate balance recruitment must strike between leveraging AI for efficiency and maintaining the indispensable human elements that foster trust and connection. In an age of automated processes, remembering that recruitment is about people first ensures organizations don't sacrifice human empathy for technological progress.

Key Takeaways

• AI Cannot Replace Human Connection in Recruitment
• Retention Begins with the First Interaction
• AI Tools Must be Audited for Bias
• Psychological Safety is Key to Employee Well-being
• Effective Recruitment Encompasses Skills and Cultural Fit

Frequently Asked Questions

How can AI be integrated into recruitment without losing human touch?

AI should be used to enhance efficiencies in repetitive tasks, like initial resume screenings. However, maintaining human interaction through personalized communication and relationship-building is key to keeping the recruitment process humane.

Why is auditing AI tools important in recruitment?

Auditing AI tools is crucial because they can unintentionally perpetuate biases based on how they are programmed. Ensuring these systems are bias-free promotes a fair and equitable hiring process.

What role does psychological safety play in employee retention?

Psychological safety is essential for employee engagement and satisfaction. It creates a work environment where employees feel safe to express themselves, thus impacting their willingness to stay with the company.

How do you ensure a good cultural fit during recruitment?

To ensure a good cultural fit, recruiters must clearly understand and communicate the company’s values and mission. Assessing candidates against these criteria in addition to their skills aids in selecting individuals who will thrive in the organization.

What is the impact of AI on the future of recruitment?

AI has transformed certain recruitment functions by increasing efficiency in candidate sourcing and screening. However, its impact must be balanced with maintaining strong human relationships to truly succeed in hiring and retention.