Transcript
Nycole Rosen (23:06.644)
boy. If I could answer that, I I probably yeah, I'd be somewhere else. just like we have seen in the past, jobs evolve. And I don't know if it was two to five years ago or more like twenty-five, thirty, fifty years ago, the jobs that were out then are not there anymore. For example, this past weekend I was at a a dinner event that was held in a venue that used to be a printing press. We don't see those anymore. You don't see that a as a common thing. And my, you know.
Some of my older friends might talk about being print press operators. You don't see those jobs. And so the staffing industry gets to see the evolution of what happens in this world with technology and the jobs are going to change. And I don't fear that you didn't ask this specifically, but I I like to say I don't fear that AI is taking our jobs. I believe that AI is changing our jobs.
And the people who adapt to that and learn the tools are the ones who are going to succeed. If they refuse to learn new skills or adapt, then yeah, they're probably not going to be in a great place in a couple of years. But if they start to learn, here's what I do today, here's how I can start adopting these tools to enable me to be a better whatever it is that I am today, then that's not going to make them obsolete. That's going to actually put them ahead.
Because they're using these tools to their advantage. And sure, that might change their jobs significantly, but that's what progress is change and improvement. So I see us as an industry possibly changing some of our specialties and niches. If you focus on software developers today, that's going to change. Software development looks very different today than it did two years ago.
And it's going to look incredibly different two years from now. So some of those jobs might be a prompt engineer or somebody who really knows how to use those tools to get the same outcomes, probably in a much faster way. That means our recruiters are going to need to understand those tools a little bit more and understand what to look for when recruiting and maybe provide opportunities for our workforce to upscale.
Nycole Rosen (25:26.604)
I think it's part of our responsibility when we're helping people find a job to also give them resources to get themselves prepared for what tomorrow's workforce looks like. Whether that's us providing the training ourselves or pointing to some training opportunities so that our workforce stays relevant and we can market them and they don't become obsolete.
Matthew Mottola (25:49.266)
Yeah. How let's talk about governance. So this is one of those things where and mind you, I also didn't start in talent or procurement. So whenever I would hear governance, I'd be like, no, no, I'm gonna go run away and try to find a way to not to not deal with this, right? No, no, compliance and governance, right? It's like yay, can't wait. but with that said, it's it's it's so critical. So let's let's start with what can go wrong.
