The AI Marketer's Playbook
The AI Marketer's Playbook is an actionable podcast focusing on AI and marketing. Each episode covers AI strategies, tools, and trends that are changing marketing. Listen to interviews with industry experts, analyze case studies, and get practical tips. This podcast is for anyone looking to leverage AI in marketing to improve results.
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The AI Marketer's Playbook
52 | AI Adoption Strategies for HR Teams with Magdalena Orascanin
Magdalena Orascanin, founder of Magnate HR, joins Audrey Chia at The AI Marketers Playbook to explore how HR leaders can integrate AI without losing the human touch.
Drawing from her experience with global brands like Danone and LVMH, Magdalena shares practical use cases, cautions against over-relying on automation, and explains why empathy and communication are key to successful transformation.
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Hello and welcome back to the AI Market Playbook, where we cover actionable frameworks to help you leverage AI and marketing strategies in your business. I'm Audrey Chi, a host, and today I have with me Magdalena Ori, an AI consultant, HR strategist, and the founder of Magnate hr. Now with over 15 years of experience transforming HR through innovation, Magdalena has trained and advise global companies like Danone and LVMH. Now, Magdalena is also known for bridging the gap between cutting edge tech and people first leadership. And today she's here to show us what responsible air adoption and HR really looks like. Magdalena,
Magdalena Orascanin:welcome to the show. Thank you so much, Audrey. I'm so happy to be here. Thank you for having me and for inviting me. I feel so honored and I'm super happy to talk to you today about this super exciting topic.
Audrey Chia:Yes. I think I've never had a guest, uh, in the HR space, and I've never had a guest who uses AI in this space, so lots to unpack. Can you tell us more about your journey before AI and how did you get started with integrating AI into your own processes?
Magdalena Orascanin:Super happy to do that. So basically I am coming from the HR side, right? I do not have a technical background and sometimes, you know, people think that I have a technical background and I always say I don't. And I'm actually proud of it because I managed to, you know, also work in this field. And I have worked in HR for the past 12 years. And after, you know, the whole launch with Chet GBT and everything came up like two to three years ago, I was like, okay, wow. You know, this is something, like, this is the next big thing I was thinking, and then I thought, but yeah, what, what am I gonna do about it? You know, like. How am I gonna work with this? Because I don't understand anything about it. I'm not coding, I don't have any IT background. I'm coming from hr. But then I thought, okay, let me just, you know, try to solve my everyday issues, like my everyday workflows and things that I'm doing. You know, and I just simply started, I, I think I started like most of the people I was having this wow effect with. Oh my God, it's writing an email. You know, like, so nice. Yes. And then I just started with this and I realized I can answer to so many candidates or employee requests within the company. Using AI to help me using chat, GBT or any other large language model, and I started to experiment more and more. I got so much fascinated about all of this, and then I realized that it can actually do so much more. And kind of, you know what happened, Audrey? It was just, I was so enthusiastic that I started to speak about it and people were like, oh, this is interesting. Tell me about it. Can you show me how you've done it, et cetera. And kind of naturally it just happened that I said, okay, I am already explaining it to people. Why not trying to, you know, train people like really on a business level? And that's how I started, you know, with my own company. I just founded Magnate and then I thought, okay, let's go all in and train HR people on how to use AI in their every day. Work life because there is so much that we can do. So this is basically how my journey started. And this is also what I say to so many people. You do not need to have a technical background. You just need to be super curious and you need to know what do you actually want to solve with it? Like what is the problem you wanna solve? And then just start experimenting. And I cannot say it more often enough. We need domain experts. We really need people that are coming from different business areas. Obviously, we also need all of our technical guys. I love you, but we need domain experts, you know? For example, I know a wonderful lady. She's working in the intersection of finance and ai, and she has the background in finance and she's bridging the gap. People coming from marketing, people coming from other, you know, parts. So I'm coming from HR and I'm basically just bridging the gap between AI and hr, and I love it. And I love that
Audrey Chia:you bring such enthusiasm. You know, there are a lot of people who are still on the fence, but like what you say, right, being open to learn, um, being able to bring your domain expertise and then plugging in the gaps with ai, uh, that definitely helps a lot in the growth of, of anyone's personal development as well as career development. Now, I would love to know, what are some things you used to do more manually that is now. A lot more efficient with ai. What are some real world
Magdalena Orascanin:use cases for you guys? There are tons of them. So I have also, you know, created like a whole notion library of it. I think I have like over a thousand use cases that I'm covering in hr. But just to give you a few examples. So one of the like most common ones is writing job descrip. For example, this is, I mean, in the beginning or some years ago, it was just a pain, Audrey, because if you are in hr, you obviously know about all the other business segments, but you do not understand fully everything if you are working in a very technical environment or, I dunno, for example, in manufacturing. And now you are looking for a very, very specialized role, and the hiring manager comes to you. So usually it's the two of you sitting together, brainstorming, thinking about how we are gonna write this job description. I mean, obviously as a big company, you usually already have some job descriptions, but then you wanna change some things, you know, some responsibilities, et cetera. And it would always take a lot of time because you need to make time for the HR person. You need to make time for the hiring manager. To write this job description and now with, you know, any large language models, you can basically do this in seconds and it's very, very easy. So this is one of the easiest, I would say, use cases where you can start to implement AI for hr as of now. And you can even use any free version. It will still be a good output. So it's not even that you need to, to, you know. Uh, put any money in there to make it happen, but you can use it and start low budget. Just to give you an example, or you can use it for any type of employee communication, not delivering bad news. This is something I would always keep human. Yes, yes. So if you want to, you know, if you, if you have to let someone go, or if you have to deliver any type of bad news, please don't use AI for that. I think, you know, we still need to keep the empathy. But for example, I don't know, talking about onboarding, you can basically automate the whole process. How? Draining is this whole process of onboarding new employees, sending out all of these emails, sending out all of the calendar invites because the person that starts needs to meet with X, Y is that, you know, get to know people. X, y is that and this and that, uh, part of the company. You can automate all of these things. It's super easy, it's very efficient, and it's better for the HR team, and it's also very much pleasant for the employee joining because no one gets overwhelmed so much. Then talking about recruitment, which is basically one of the next, uh, HR practices. I am not a fan of resume screening with ai, and this is what I always say because AI doesn't get the nuances. It cannot feel those big differences. I mean, natural language processing, yes, it's fantastic and you can do a lot of things. It can read CVS even beyond some keywords, but talking about specialized roles, I'm not recommending it. The thing here is there are tons of other use cases in recruitment, so we talked about the job description. Then there is, for example, transcribing interviews. If you and I are sitting in an interview and I'm the recruiter, usually I would sit there and take notes, right? It can be by hand, it can be on my, I don't know, iPad, laptop, whatever. But I cannot fully concentrate. You can use, I dunno, Firefly's AI, for example, or any other transcription tool. Always please ask the candidate first if they are okay with that, but this is another use case. Then obviously any type of communication, if you want to reject candidates, if you have, I don't know, 10, 12, 20 candidates to reject, you can write one email. You can automate all of these processes, and this is fantastic learning and development. My absolutely favorite. So in minutes you can create personalized learning paths for people in your organization. And I think this is something where most of the organizations have been struggling throughout the last years. You know, we were talking a lot about talent shortage or. Qualified people leaving a company because nothing is happening. Everyone was so drained in admin work, they couldn't focus on all the hundreds of thousands of candidates, uh, employees to develop them. And now with ai, this is actually possible. And what I think is the key here is to step away from the fear. You know, people are so afraid sometimes, like, oh, AI is gonna take my job, or I'm gonna be made redundant instead of working against each other, let's work together with it and see also the positive sides.
Audrey Chia:And those are so many great points to unpack. I know a lot our listeners will be on the job application, you know, uh, portals, right? And they'll be wondering, should I be using AI to craft my CV or resume? What are your thoughts on that?
Magdalena Orascanin:You should definitely. So I was, I think it was a month ago that I gave an interview for a UK newspaper, especially on this topic, talking about how candidates can use AI for their job search. So basically the main message that I gave was. You should definitely use it and you can use it, but always keep the human oversight. This goes for everything, right? We expect this from companies and so do I, from a company perspective. Also expect this from a candidate. If you have created a CV without even reading through it with AI, and you send it out to me, I will probably realize as the recruiter or hiring manager, but you are a real person, so you want to make sure that you. Your character is basically coming across in this application, so make sure that it's not making things up. We all know about hallucination, et cetera. But on the other side, I think definitely you should use it because if we are thinking ahead, for example, and we are talking about AI is here to stay, right? I wanna hire people that are AI literate and if they are already using AI and experimenting with AI when it comes to the job search. For me, this is a very, very positive, uh, aspect. Actually, if I hear from companies, they're like, I don't like AI generated applications. I'm like, why? You know, because then I would think twice, is this company even considering AI or not? Because if I am the type of person that wants to work in a future oriented environment. Those are the things that you can, you know, look out for. You can ask them what is their opinion in that. If they are against AI generated stuff, then probably they are not so much into ai. See what I mean? So basically it's, it's the right fit,
Audrey Chia:right?
Magdalena Orascanin:Yes.
Audrey Chia:Wow. Interesting. I think even for copywriting. It's very clear when it's just flat out AI versus when you add your human touch, when you tweak the copy and add real world stories. But in the case of a CV or resume, right, I think a lot of candidates, they're also not too sure what, number one, what they should include. Number two, are they supposed to staff keywords since they are more ai, you know, uh, uh, reviews right now. What is the, the right balance? How do they balance human and AI when it comes to, to this space? Oh my
Magdalena Orascanin:God. So this is a topic I could talk about for the next, for the rest of the day, talking about this whole keyword, myth, et cetera. So I, I need to, I need to explain a little bit. If you apply for a job, usually your CV gets pared by an applicant tracking system. Those systems, in short are called a TS. Everyone has heard about it and I know that almost everyone in our life came across at least one. One of the most common ones is probably Workday, for sure. Everyone has heard about it. There is Workday, there's Taleo, there's smart recruits, et cetera. So when you hit apply. And you upload your cv, your CV gets parsed in, in the applicant tracking system. There is no AI involved. I really want to make this clear. There is no AI involved because those a TS systems, they exist for the past 20, 25 years, has nothing to do with ai. It's simply a parsing system. It takes your information and puts it in the form that I have on my company side. So that I can see what is your name, what is your address? What is your experience? And that every candidate has exactly the same form. So now imagine I am a company with, I don't know, 20 open jobs at the same time. If I would receive all these applications via email, how would I be able to track that? It's impossible. That's why those applicant tracking system exist, and for each application, it goes into one open job requisition because, for example, I'm hiring a human resource business partner. Then I'm looking for marketing manager and for finance specialist. Three completely different roles, but I make sure that I have the right candidates in the right job requisition, which is open at the time. What are many people mistaken today? And I can see it on LinkedIn every day. I'm getting, yes. You really see
Audrey Chia:so many of
Magdalena Orascanin:that. Tell
Audrey Chia:us,
Magdalena Orascanin:tell us. Well, I'm getting furious because it's so hard to explain and sometimes I have the feeling people don't wanna listen because they are like, no, but I got rejected by an ai. No, no, no. I can tell you there is. There are almost none a TS that are using AI by now because companies are aware of how bad it is to use them for screening. What happens is, again, your information gets par parsed into the system, and the recruiter looks at you. Now that recruiters do exist. I mean, I have been a recruiter myself, I don't know, 12 or 13 years ago, and I will be super honest to you. Sometimes you are just tired. You are just tired after reviewing a hundred, 200 cvs. You're just like, reject, reject, reject. Uh, I can imagine you're not even reading the CV and I'm not saying that this is okay. It's not okay, but please understand that we are all human and bad recruiters exist. Tired recruiters exist, so sometimes you will just get rejected. The person is not looking in detail into your application. Those things happen just continue to apply, right? If people say, no, but I got rejected after one second, you know, there are two possible scenarios. Either the recruiter was directly sitting there when your application came up, he or she scanned it and decided in the second. Or there were killer questions involved, which also has nothing to do with ai. For example, I'm looking for a driver, and my main question is, do you have a driving license? And if you click no, of course the system is telling reject. Right? Or do you have a work permit for this country? Let's say I'm gonna apply for a job in Singapore and they ask me, do you have a valid work permit? I have to say no, because I'm living in Switzerland. I don't, and probably the system will say Reject has nothing to do with ai. This is basically, you know, like pure automation. It has nothing to do with ai, but people still, I don't know if they don't want to understand it. But I mean, it's, it's hard to explain. It's really hard to explain. Yeah. And this is it. This is how it
Audrey Chia:works. Wow. And thanks for sharing that. I think as much as there is information on LinkedIn, there is also a lot of misinformation. And you see some people trying to, perhaps also big readers into clicking into their posts. Right. Um, and that's when you have all these, you know, different, different pieces of information floating around. Not all of which are factual.
Magdalena Orascanin:That's it. Absolutely. Yeah. And you know, especially with this, I believe it is so interesting for people, it's a lot of click bait because this is a topic which is important to everyone because everyone has been, or is a candidate at a certain stage in their lives, right? So that's why these topics are getting so much heated, I believe.
Audrey Chia:Yeah. But it's maybe. Take a step back. Right. And go back to your role, um, in hr. Right? So what have you seen is perhaps an overlooked opportunity that a lot of HR leaders are missing right now. So you are one of the early adopters. You are a huge advocate, but I'm sure you've also seen a lot of people who are still on the fence. What are some of these opportunities that people are not really leveraging?
Magdalena Orascanin:I think the biggest issue that we have among HR people is the whole topic around fear. And is the whole topping about accepting change? So let's leave AI out of it. Let's just say anything, like anything that happens in the organization. For me, HR is the main driver because no one else knows everything about people, policies, and processes more than people in the HR function. They are at the heart of the organization. And if I imagine that I'm an employee, and I dunno, the board has decided we're gonna adopt ai, but then I see that even my HR department is hesitant on this topic. I would probably be like, oh my God, you know, if they don't, don't trust it. I'm not gonna trust it. So it's really, I think it is this understanding of how important. We are actually in the role of the AI adoption. I always hear about IT departments, technical departments. Mm-hmm. Your people. Are actually the most important driver when it comes to any type of adoption, especially when it comes to AI adoption. And I want to see my people in the organization I work, I wanna see them trust. Trust in the process, you know, trust in. What we are doing in the whole change, uh, process. And we can only achieve that if we as an HR department are actually showing yes, we believe in that. We trust in that. And how do we do that? They are different things of, you know, that we have to consider. So basically communication, first of all is the key. If people are afraid of losing their jobs, communicate, talk to them. I mean, like, seriously, it's that easy. Just speak to them and say, Hey, we are not planning on, you know, cutting this, uh, position off and that position off. We actually want to elevate your role so you can have more time for X, Y, Z. Or we are planning on, you know, we were thinking of hiring a team of two in your position. Now we realize we don't need that. Your position is safe, eh? Yes. I mean, come on. Yes, yes. Let's just talk to each other. Right? It's, it is that easy. It is that easy. And then talking about all of these ethical things, people wanna have answers. They wanna know, okay, what about my data? What about my personal data? They're probably not that much concerned about the organizational data, which is fine, right? But if I'm an employee and I work in, I don't know any, doesn't matter which field, but I have to enter some type of personal data. Explain to me. What's happening with my data? It's that easy. Like just keep your people informed. Plus also do some pilot faces and try things before you just bring them to the table, right? You can just simply try it out, do some pilot projects with different, uh, with different parts of the business, and then find out what what actually works and what I like the most. Is that you should let your employees come to you and especially to HR to share their everyday pain and say, okay, I might have a solution for that. Let them experiment. Do not come with one solution and say, this is how we're gonna do it. The best implementations I have seen so far is where everyone is involved and where you are actually listening to your employees and to the people that are doing the everyday work.
Audrey Chia:Wow. I, I think it's really interesting that you sit. It's just giving people a safe space, right? And sometimes what people don't do, or companies don't do is they don't really communicate. Um, and I think that's where the fear comes from. And I think that being reassured, right, as an employee or as a staff, you will feel so much more confident, uh, in, you know, building out your new capacities. You talked about. Communicating, but also coming together and listening to feedback. Right. So what in your opinion, makes for a great, you know, AI transformation in an organization? What does that look like?
Magdalena Orascanin:So it's exactly what I have explained. Basically, take your people on board. You know everyone, but literally everyone. If you go in and you decide something. Just without the people, it's not going to work out. So people wanna, they want to understand what's happening, why is it happening, how is it happening? You should really have like an action plan in place. I know a lot of companies doing, for example, town halls or any other monthly meetings, this is the best way you can use. Right. There is another, uh, format that I like actually a lot I've implemented in the last company I've worked, which has asked me anything together with the CEO or with the managing director where he has some space answering all the questions, but online, for example, via Slack. Let's say, or Microsoft teams like whatever you use, because sometimes people are a little bit shy to, you know, raise their hand and ask a question. So again, give them a safe space where they can ask questions without feeling. Looking stupid because I think this is actually the biggest fear of people. They don't wanna look stupid. No one wants to look stupid, right? And sometimes I get a question and I don't know the answer. And for me it's fine because I can simply say, I don't know. But there are a lot of people that are feeling uncomfortable with that. So try to already answer those questions before they, you know, get inside and, and feel this way. And. Obviously, um, making a good transformation, not only involving the people, but having the right tools. And when I say the right tools, I actually mean you already know what you want to solve. You have checked different vendors, different setups, et cetera. You have already checked for the capabilities for the budget. You have checked for data security. You have governance in place. All of these things matter before you go in and just simply buy a tool. You don't just buy a tool. You need to do some type of research before, right? What do we want to actually solve with that? What do we expect from it? The thing here is don't think that with the very first action you take, everything is gonna be like, whoa. You know it's working. Yeah. And that's fine because we are learning the best from failures, and that's okay as long as it doesn't cost millions. But as a company, you should obviously take into account your budget, right? So these things are really. Something where, where we have to look at when it comes to, to transforming in the right way.
Audrey Chia:Interesting. I've spoken to a, a couple of other founders who also shared, um, that they are leading or helping companies to lead the kind of transformation process. Right. What they have noticed also is there seems to be a disconnect between the top down and bottom up approach. Um, have you also seen that?
Magdalena Orascanin:I see it basically every day, to be very honest.
Audrey Chia:That's your everyday problem solving in the gaps.
Magdalena Orascanin:I see it every day because top down sometimes does not understand the everyday workflows that comes from bottom up. Right. And again, there is a mismatch of communication and usually. It's this, it's that easy. I mean, they just need to talk to each other, right? And in my opinion, it's much better to try to solve this bottom up because those people are sitting there, they are doing like those everyday little workflows that are actually leading us to the success of the whole company and what the organization is actually solving, bringing to the table. Because with those everyday workflows that are happening, we are running our business. And without it, it's not working. It's fantastic. If on the top you are deciding for the whole strategy, but the strategy is not bringing any money. The money is there where the operation is happening, right? So everyday operations are bringing in the money and. I mean, simple as that. We need to look at what is bringing in the money, what is making our revenue? Where can we obviously cut costs, but how? So if someone tells me every day I need to, you know, prepare all the personal data of each and everyone candidate, then I would say this is just, I mean, this has lost money, right? Because this is such an admin repetitive test. Let's try to see how we can solve this with ai. Still having the position, but the person can still focus on their main work, which is, for example, I dunno, recruiting, uh, and finding the right talent instead of typing in some information or interview notes about a candidate. Just to give a super, super easy example.
Audrey Chia:Yeah. And what have you seen, maybe, what have you seen drive the more success? So if you need to set up a task force to implement ai, should HR be driving it? Should it be a ground up approach? What
Magdalena Orascanin:have you noticed so far? HR should definitely have a, a seat at the table. And, uh, as I, as I explained before, I think without hr. We cannot even drive this process. Again, HR leaders, you know your people. You exactly know your people. You know how they work. You know your processes, you know your policies. You need to have a seat at the table, and you need to be involved from the very beginning. So not only that, I don't know the board is coming to you and saying, now we are going to implement, but you actually, so HR people need to be the one saying, this is how we're going to do it. Because you know, from previous transformation, not ai, but there have been some change management activities in every organization all the years ago, right? So from previous transformation, you know exactly how your people react. You know how fast or how slow they are, you know what they need, or you have learned what they need because you receive the feedback and you also know where the errors come from. So you can already prevent those things. This is why every management, every board should really consider to take HR from the very beginning in, because without hr, the cost you pay in the end will be much higher.
Audrey Chia:And like what you said, right? They are the heart of the company and they understand the people. And as much as we love ai, but it's people using AI that's going to lead to more successful results. I know you've mentioned a couple of tools, uh, or workflows that you've also been looking into. Currently, what does your tool stack look like? Um, are you also using agents? What, what does life look like for you?
Magdalena Orascanin:So basically I have a, I have a kind of a small tool stack from my side. I think the bigger tools are on the side where I, you know, consult my, my clients and what they work with, because obviously I don't have an HR department. It's just myself and another colleague, so it's, uh, the two of us. So I don't have an HR department myself, but yeah, so on my side I mainly use LMS chat. GBT is still one of my favorites, but sometimes I like, you know, to switch to clot or Gemini. I love notion. I use, uh, Firefly Auta for transcribing, you know, client meetings and stuff like this. And I absolutely love Manos for, uh, creating my workshops and trainings. So basically I use Manos every day. Gamma, of course. I mean, I, I think I couldn't live without Gamma. It's always there. And I have created some, you know, little agents that are helping me with my emails with N eight N for example. Um, I have automated some things with make.com, right? So I. I'm every day also experimenting on myself and working on myself, like how can I automate certain things on my side, like for example, writing build, sending out emails, calendar invites, all of these things. I'm still looking something to help me with LinkedIn. I have not found a good solution. Because apparently we always get
Audrey Chia:punished if we use something fully. I like to say for LinkedIn I built my own custom GPTs.'cause then it has a human voice. Um, and then it has a human touch. But yeah. Super cool to hear that you're using AI tools on so many friends. Um, tell us more a bit about, um, manna, right? Because I know it's an AI agent platform, but a lot of people haven't heard of it. How do you use it and what kinds of use cases have you found with it?
Magdalena Orascanin:So Manus, I think I, I, I don't even remember how I came across it. I don't even remember, but I know that I have signed up and I think it was a few months ago for this like beta, you know, program. And then I got in and I was super excited. I was like, okay, wow, you know, this is interesting. And then I started to realize that it can actually, you know, really take on multiple tasks at the same time. So it can do research, it can prepare something and it can pull all this information together, which was very interesting for me because it is. One prompt, but you can do, you can get so much out of it. And I started to realize that it can work much better with complex tasks compared to chat GBT back then. I don't remember which version version it was. I think it was. GPT-4 back, I don't know, or 3.5. But anyways, so Manus was it. It was just much better when it comes to the output, right? And less for me to correct it. So I really had this type of wow effect saying like, it's actually delivering what I want without me explaining so much, which I had with the other large language models. So then I started to give it, you know, some tests like creating a bit more complex workshops. And it worked out very, very well. And then I al also worked on it, uh, for, uh, for a transformation where I was responsible for with a client. And it also gave, you know, like amazing steps that we could follow. So. I can only recommend it for these type of more complex thinking. I think it's very good. Wow. I
Audrey Chia:think for people who are listening, if you haven't checked it out, um, I have heard quite a lot of AI first founders talking about it, and I know it's a very powerful tool. But going back to the more human side of things, right. What are some potential pitfalls or limitations that you have noticed or you think people should watch out for when it comes to using ai? Whether it's in HR or you know, uh, in job applications or recruitment?
Magdalena Orascanin:So I think it will never be able to replace empathy, for example, and for. Simply, I wanna feel the person I connect with. You know, when we talk about recruitment, and I spoke about it yesterday as well, if we talk about recruitment and I apply for a job, I'm expecting something because I'm reading the job description and I'm getting excited about you, about your company. So now I wanna feel your company culture and I wanna see, you know. What's, what is it like to work at this company? I see that some companies started to experiment with AI avatars on the other side, you know, so basically me as a candidate being interviewed by an AI avatar, I'm not a fan of that. I think this is something that should definitely, you know, stay human. And the feedback I have received from many candidates was like, oh, you know, it's, it's a nightmare and I don't like it. And it feels so strange to talk to a computer. Wow. While even some other people were saying, talking about those AI video interviews, they were like, actually, it's nice if I can just press repeat, you know?
Audrey Chia:I can imagine. I can imagine, yes. It has its pros and cons, right? Yes. But I think because of your job function, I think it's like compared to so many other job functions, it has to still retain that humanness. Um, otherwise it's very easy for people to distance themselves, lose touch, and maybe lose the essence of what we are supposed to be doing as a HR team.
Magdalena Orascanin:Exactly. And in my last newsletter I was actually speaking about this, you know, like, are we becoming more or less human now with the use of ai? And I read it once and, and I really like it. It, it's sad that probably we are realizing. More what it means to be human now that we are having ai. And I think this is beautiful. I think, I think it's true. Yes. I think there is a lot in this quote because we start to realize how important actually, human connection is. Yes, you can work every day, whole day with all your AI tools and LLMs and even talk to them, but I think you are still craving for some type of, you know, like human connection. And again, talking about, I dunno, empathy, talking about the fact, how, how does someone react when you deliver like great news? You know, like me and my best friend, we are like, wow, we are rooting and cheering for each other. That's something AI cannot replace or crying together, right? If there is some bad news to. So all of these things, I think we start to understand that actually we need to be more human than ever. Or we, we realized what was missing all this time. You know, because we were just so lost in our remote and digital work, especially with social media. People have never been more connected, but more lonely. Yes. That's, you know, I mean those things. So it's great to, to have all of these tools. But being human remains, I mean, obviously at the core.
Audrey Chia:Yes, definitely. I think it's also interesting that we have a, maybe a new batch of folks who are just graduating and they're in a space where they weren't taught ai, but yet they, they now have to enter a workforce where they have to pick up new skillsets and maybe they wouldn't have had the experience that. Someone else would have in the past. So in my case, uh, I was trained as a copywriter with a big ad agency, right. But right now, someone new is gonna come in and they may not even get the chance to learn the foundational skill sets and yet are expected to pick up new AI skills. So do you have any words of advice for the, the new wave of folks who are trying to navigate everything that is out there while searching for a job?
Magdalena Orascanin:I think this, this goes more into, into psychology, at least. I have a background in psychology, so I can tell a little bit about it, but I think it's very, very individual and we still need to think of the fact that everyone is different, right? So for me, for example, I'm curious, I'm getting very. Sided. When it comes to ai, I like to experiment and I completely leave out the fear while other people are getting more controlled by the feeling of fear and they are approaching it a different way. And if we are looking at this younger generation talking about navigating, move in the direction where you feel comfortable. So if you feel like, Hey, I'm interested in this and I, you know, wanna learn more about it, you go for it. But if you don't. I mean, obviously those are skills that you need to have, but let's compare it, I dunno, to Microsoft Office for example. Everyone that gets employed. They are expected to be able to navigate it. You have to know how Outlook works, how PowerPoint works, da da da dah. Some people say, okay, I know how to navigate it and I know how it works, but I don't like it. I don't like to work so much with it, which is fine. So you just stay in this field and you are looking for something that actually makes you happy. So you, if you don't like AI and you are not so excited about this topic, you're probably not gonna work for a tech startup and you shouldn't. And they are still another businesses out there. I mean, not everything will get replaced by ai. Right. I think there is this lady, Cody Sanchez, and she's always talking about boring businesses. Yeah. Let's just think about normal businesses that will still be around, like people repairing your car, plumbers, uh, working in a hotel or in a restaurant where you have to be human. So you say, I don't want this AI skills. I wanna work with humans. Only go into service because in service everything is expected to be human right. You, you should definitely go and choose your path. This is what I would say to the, to this younger generation.
Audrey Chia:Wow. And it, I really like that you are not telling them that there's only one way and there there are still many options. And even though things are changing, you don't necessarily have to lean into one path knee. And there are still options. But what about the people who are currently working, who are, you know, in jobs where companies are doing transformations and they are also feeling nervous, what. What words of advice do you have for them? Just
Magdalena Orascanin:go for it. Go all in. I mean, no, really, really? I always say don't, I mean, when you, when you don't try, you don't know, right? So I cannot say I don't like something if I have never tried it. I know there is a lot of people out there that are thinking this way, but I, I'm very direct, so I usually say, you cannot, you cannot say that. So go ahead and try it. And I mean, usually I blame the companies because I say it's your responsibility. To train the people accordingly. Again, I cannot just come in and say, this is our new solution. We're gonna work with it. And you figure out how it works. No, we cannot expect people to, to be happy with this type of solution. So that's why first I blame the organization and I say, you need to make sure that the people are having the right frame. So they're getting the training, they're getting everything from your side so they feel. They feel confident to navigate this change. And if you have received everything from the organization already, then it depends on you. So I mean, come on, the world is changing. Things are changing and if you don't want to adapt, so if you are really this type of person that says, I don't, I don't want to. Then probably you are going to lose your job and then probably someone will replace you and probably they will make your job redundant, but then it is your own fault.
Audrey Chia:Yes. I think it's that balance right between, you are comfortable where you're at right now, but the role is also changing. So do you want to take that step forward and at least be open-minded enough to try or otherwise If like what you just said, if AI isn't for you, there are still many opportunities that are more human led and that could be something we look into. Yeah. Thank you so much for sharing all your insights, Magdalena. Perhaps you have one more tip for people who are working in hr, what is that one piece of advice you have for them?
Magdalena Orascanin:So there is, there is not one magic formula, but, uh, so I'm happy to drive you to my profile. Maybe you can share it as well because you can download the, the free playbook where I'm also mentioning some tools. We were not going into detail about all of the tools that would take to too much time. But, you know, I'm sharing, uh. Some type of checklist, some types of tools that you can try in HR as well. And for the rest, just be open. You know? I mean, really just be open and don't be afraid. Just go in and try and really think of AI as a partner that will only free up your time so that you can actually focus on what you love, which is the people. Because I always assume that if you work in hr, you work there because you love people. I hope so, and then you can really get more time to focus on these people. Always remember, why have I started a Korean hr, and usually the answer will always be because of the people. And now with ai, you have the magic that you have been waiting for. So just take it.
Audrey Chia:Thank you for your energy, your passion, and your enthusiasm. If you guys are listening to this podcast, I think you can sense how excited Magdalena is, and in fact, it's the same enthusiasm that I myself carry when I explore ai. So thank you again for sharing that. Magdalena, where can folks find you and who
Magdalena Orascanin:should reach out to you? Thank you so much, Audrey. It was a pleasure to talking to you. And yeah, again, so you can find me on LinkedIn, you can send me an email magdalena@magnateminushr.com. You can just contact me on LinkedIn and usually to me who is reaching out as HR leaders, CFOs, board members, you know, like people that really want to make a difference in their HR team. Or people that wanna know how to approach AI adoption or people who want to know how to deal with the people in the AI adoption. So feel free to reach out to me. I am happy to, you know, join you and to consult you on this topic and the intersection of AI in hr.
Audrey Chia:So thank you folks for tuning in, and don't forget to hit the bell for more actionable AI and marketing insights. We'll see you next week. Take care.