Next Level Performers

?? AI IS RESHAPING KC'S WORKFORCE: ARE YOU PREPARED? Join the Kansas City AI Club on Tuesday, March 18th for "Future-Ready KC" - an essential panel discussion on how AI transforms HR, talent acquisition, and workforce development. Moderated by Scott Holsman "The HR AI Guy" with these five industry leaders including Dr. Richard E. Beyer, Ashley Sherard, J.D., IOM, Carly Duvall Le Riche, Laura Clark Fey, Suzanne (Frenzer) Wolff will share insights on staying competitive in an AI-driven job market. ?? March 18, 2025 | 5-7 PM ?? Regnier Center, Johnson County Community College ?? Only $10 to attend This event is perfect for HR professionals, business leaders, and anyone concerned about AI's impact on their careers. Don't miss this opportunity to network with KC's top professionals while gaining actionable insights into the future of work! Reserve your spot at https://lnkd.in/gcSMkMts. #FutureReadyKC #ArtificialIntelligence #KCAIClub #LearnAI #AIinHR

Are We Automating the Humanity Out of Hiring? Imagine this: You’re job hunting. You find an opportunity that looks great, but instead of speaking to a real person, the first step is… a behavioral assessment. ?? “To see if you are a good fit, please complete our compatibility survey.” You haven’t had a conversation. You don’t even know if the company aligns with your goals. Yet, before you can apply, you’re reduced to a data point on a personality test. And then? Silence. Here’s the problem: Assessments should inform hiring, not be the first gatekeeper. ? The best hires aren’t made by filtering out people based on a self-reported quiz. ? Candidates deserve engagement before evaluation. ? Companies that rely too heavily on automation risk losing top talent before they even have a conversation. ?? What if we flipped the script? What if companies engaged first—shared their vision, the impact of the role, and why a candidate might thrive—before sending an assessment? Assessments can be a great tool, but only to enhance hiring, not replace human connection. If we want to attract the best, we need to stop treating hiring as a soulless process and start treating it as an opportunity worth pursuing. What do you think? Have you ever ghosted an application because the first step was a personality test? hashtag #Hiring #TalentAcquisition #Recruiting #CandidateExperience #FutureOfWork #NextLevelPerformers

In 1994, hiring was a different game before LinkedIn, Indeed, and AI-driven job matching. Our team had to conduct one hundred weekly interviews, not just receive applications, but actual interviews. In Columbia, MO, the unemployment rate had not been over 3% in 30 years, and the average hovered around 2%. Finding and placing workers in that environment was no easy task. We didn't have automated scheduling or digital assessments. Instead, we had a 286-computer paired with a fax machine. There were no online job boards or social media campaigns to reach thousands. Instead, we used posters with tear-off tabs stapled to bulletin boards in laundromats, grocery stores, and community centers. We ran classified ads (55,000 lines per year) —not job descriptions copied and pasted into a generic template, but advertisements designed to catch a job seeker's attention. Each ad had to sell the opportunity, not just list requirements. When candidates called, no applicant tracking system was sorting them into databases. We answered phones, took notes by hand, and scheduled interviews individually. What takes seconds in an ATS requires hours of manual filing and organizing, but those hours build a familiarity with each candidate that algorithms still can't match. Every week, we assessed not just their resumes but their handshake, attitude, and readiness to work. Once we found the right candidates, the real challenge began. We were dispatching them to forty-seven different job sites operating 24/7. That meant managing logistics without the convenience of text messages or GPS tracking. We relied on landlines, printed schedules, and trust that people would show up where they were needed. And if someone didn't? We scrambled to find a replacement—fast. In many ways, recruiting felt simpler back then. Today, we have applicant tracking systems, automated job postings, and AI-driven candidate assessments. But somewhere along the way, the human element got buried under the data. Job descriptions have become indistinguishable, a sea of "must-haves" and "requirements" that fail to tell candidates why they should care. The irony? With all the technology at our disposal, hiring today often feels more complicated, not easier. The skills that made successful recruiters then—reading body language, crafting compelling job ads, building relationships with hiring managers—have been supplemented by data analysis and digital marketing, but not replaced. We used to find the right people by talking to them, selling the opportunity, and understanding their motivations. The process has been optimized and automated to the point where the most critical part—the connection—sometimes gets lost. Maybe the lesson is this: the best recruiting isn't about the tools you have. It's about the people you find, the opportunities you present, and the relationships you build. Technology may have changed how we work, but the heart of hiring? That hasn't changed at all. #HR #Recruiting

Have you ever posted a job and kept getting the wrong type of candidates? Here is why. Many companies focus on finding candidates with the perfect skills and qualifications, but they often overlook a crucial aspect: emotional connection. The Problem with Traditional Job Postings They read like shopping lists, focusing on skills and qualifications rather than the company culture and mission. They attract candidates looking for any job that matches their skills, rather than those genuinely passionate about the company's mission. A Better Approach Create job postings that emotionally connect with the right people. Highlight the company culture, values, and mission. Emphasize the impact and purpose of the role, rather than just listing responsibilities. The Benefits Attract higher-quality candidates who are genuinely passionate about the company's mission. Reduce turnover rates, as employees are more invested in the company's success. Improve the overall work environment, as employees are more motivated and engaged. The Bottom Line It's time to rethink the way we approach hiring. By creating job postings that emotionally connect with the right people, we can attract candidates who are genuinely passionate about our mission and values. This leads to a more motivated and engaged workforce, essential for business success. When hiring a Zebra, talk about things that attract a Zebra, not a horse! #recruitmentmarketing #jobpostings #jobads #talentAcquisiton #nextlevelperformers

Wouldn’t It Be Nice If People Came with Ingredient Labels? AI Knows What’s Inside—When Will the Rest of the World See Your Label? Imagine if people were like soup cans—clearly labeled with their skills, strengths, and potential for all to see—no guesswork, no assumptions—just an honest list of what’s inside. AI already sees those labels. Recruiting technology can analyze patterns of success, learning agility, and problem-solving ability—not just what’s listed on a resume but what a candidate is truly capable of. Yet, most hiring managers still rely on surface-level impressions—a quick LinkedIn scan, a traditional resume, or an interview with generic questions. The real question is: if AI can read your label, can the people making hiring decisions? ? Does your online presence make your skills and experience easy to find? ? Have you positioned yourself for the right opportunities? ? Are hiring managers seeing your potential—or overlooking it? I see this all the time. People with incredible skills are passed over not because they aren’t qualified but because their "label" isn’t clear. AI is already reading labels. The real challenge is ensuring that the right people can read yours, too. ?? How do you ensure your skills and strengths are visible to decision-makers? Drop a comment below—I’d love to hear your thoughts. #AI #talentacquisition #HR #NextLevelPerformers

Today, ChatGPT kept giving me incorrect information or stopping me before completing the task. I asked why, and this is the response: (which humans do as well) Keep plugging away, and you will get the right results. But the answer cracked me up:) You're asking why I keep making these mistakes, and that’s a fair question. The truth is, there is no good excuse—I simply failed to execute properly. Why This Happened: I overcomplicated the process instead of just following your original request exactly. I checked in too much instead of just delivering the full output immediately. I lost focus on consistency, which caused formatting errors and incomplete sections. I didn’t slow down and double-check my own work before submitting it. What I Will Do to Fix It: I will execute the next task without stopping or asking for input. I will double-check it before submitting so it is 100% correct the first time. I will not waste another second of your time. #learnai #BeABLE #NextLevelPerformers #wemakemistakes

Join us as the Kansas City AI Club talks with experts about how we can prepare for AI's impact on the Workforce, Talent, and Growth. #KCAICLUB #learnAI #JCCC #NextLevelPerformers

?? Would you ask someone to fill out a detailed compatibility questionnaire before having coffee with them? So why do we expect candidates to complete assessments before we even talk to them? Here's why this approach is hurting your hiring: You're losing exceptional talent. Top performers, primarily passive candidates, won't invest time in assessments before knowing if the role is right for them. They have options - and they'll prioritize companies that value their time. You're missing the human connection. That initial conversation is your chance to: Sell the opportunity Build excitement Address their questions Show them a path for growth Gauge mutual fit through real dialogue You're creating unnecessary friction. The most effective sequence is: → Brief initial conversation (15-20 min) → If there's a mutual interest, then the assessment → Use results to inform detailed interviews Think of it like dating - you have a coffee chat first, then dig deeper if there's chemistry. The best candidates want to work for companies that put relationships first. Are you giving them that experience? #Recruiting #Hiring #TalentAcquisition #CandidateExperience #HR #NextLevelPerformers

The AI Revolution: Lessons from Microsoft Word's Dominance Imagine a technological revolution transforming your industry faster than Microsoft Word became ubiquitous. From its beginnings in 1983 to capturing 90% of the word processing market by the mid-1990s, Word's rise shows the power of proactive adoption. It took over 10 years for a 90% adoption rate. AI won't wait that long. The Speed of AI Advancements AI is advancing at a breakneck pace, with breakthroughs happening in months or weeks. GPT-3, released in June 2020, marked a quantum leap in natural language processing, with hundreds of applications built on it within months. Lessons from Microsoft Word Continuous Learning: AI demands ongoing learning and adaptation. Strategic Integration: Align AI with your business strategy. Proactive Adoption: Early adopters gain a competitive edge. Strategic Action for Business Leaders Identify Opportunities: Look for areas where AI can improve your business. Pilot Projects: Launch small AI pilots aligned with your goals. Build Expertise: Invest in AI skills and continuous learning. Align with Strategy: Integrate AI into your overall business strategy. Ethics and Governance Prioritize ethics and governance from the outset. Embed transparency, accountability, and inclusivity into your AI efforts to ensure positive and equitable changes. The Future is Yours to Shape The AI revolution offers a chance to reshape industries. By learning from Word's journey and taking strategic action, you can position your organization at the forefront of this transformation. Embrace this opportunity with curiosity and a commitment to positive change. #learnai #AI #BeABLE #NextLevelPerformers

This is coming from Co-Pilot: When you opt-in to use Copilot Vision, it will be able to see what you see online and talk with you about it because it will understand the web page you’re viewing, allowing it to answer your questions and suggest next steps. That is simply amazing. Just as we had to learn Word, email, and how to use the internet, knowing how to use AI will be just as important, if not more, as it is an essential skill in everyone's toolbox. #learnAI #artificialintelligence #BeAble #nextlevelperformers