What AI literacy looks like at the hiring table

TODO before launch: replace placeholder audio URL with real episode file from the podcast host. Update audioSize with the bytes-on-disk count.

In this episode

What “AI proficient” actually means on a resume in 2026 — from someone reading hundreds of them. We get into:

• The three things hiring managers screen for (and the ones they don’t, despite what LinkedIn courses suggest)
• The single most underrated resume tactic — replacing checkbox claims with a one-line workflow story
• What candidates routinely over-claim, and what they routinely under-claim
• A quiet shift: hiring managers asking candidates to walk through how they’d use AI on the role’s most boring task
• The difference between “AI can do X for me” and “I can use AI to do X better than I could alone”
• When AI screening tools cause more harm than they solve — and the bias check that nobody’s running

Show notes

• The companion essay: What hiring managers are actually asking for
• The sector primer: Sector primer: AI in HR
• Hafsa’s recommended reading: TODO

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Transcript

TODO: human-edited transcript replaces this section once recorded.

[00:00] Yusuf: Welcome back. I’m Yusuf, and today’s guest is Hafsa, who’s been in HR for 15 years across tech, government, and the non-profit sector. We’re talking about what “AI literacy” actually means at the hiring table — what she’s screening for, what’s hype, and what candidates are getting wrong.

[00:32] Hafsa: Thanks for having me. So I want to start with something that’s going to be uncomfortable for some of your listeners…

[continues — full transcript pending]