
You Asked: Best OLED for PS5, straight talk for oldies, and GTA 6 weigh-in
On today's You Asked: We're all in mourning after another delay to the release of Grand Theft Auto 6, but we answer your questions in anticipation. And, in a world of so many OLED TV choices, which one pairs well with a PlayStation 5?
New OLED jitters
@LunaQueeniemon asks: My four-year-old LG CX 55-inch TV just went this past weekend. It does reboot loops and a long beep sound – because of this I'm afraid of getting a new OLED TV. So I'm stuck between LG B4 48-inch or a TCL QM7 55-inch TV. Which one should I choose?
I think the first question you need to answer is: What's more important: size or OLED-level picture quality?
If your space is set up for a 55-inch TV and your own viewing preferences lean toward that slightly larger size, I'd suggest the 55-inch TCL QM7 over the 48-inch LG B4. The QM7 is a great looking TV. And while you will lose out on contrast compared to the B4, not having the perfect blacks of OLED, you will have a significant leg up in terms of SDR and HDR brightness on the QM7. So in terms of HDR performance, there's still plenty of wow factor there. If price is weighing into the decision, we have seen the 55-inch LG B4 drop to $800 before. You may have to wait for that price to come around again, but if it puts the OLED more into the strike zone, it's probably worth the wait to get the ideal picture and size you like.
You also mention being afraid of getting a new OLED TV since you just had an issue with your previous CX. Something going wrong with a product can push you away from purchasing another – I get it – but, as you likely know yourself, in the world of electronics, sometimes things just happen.
LG OLEDs, especially newer and higher tier models, are pretty reliable. And other factors, like how hard you push your TV, can factor into the equation as well. So, in this case, try not to let that keep you from purchasing a B4 if OLED quality tops your priority list over size.
Best OLED for gaming?
@adiddy911 writes: I want an OLED, but there are so many makes and models. It's too complicated – I don't know what to go with anymore. Any recommendations? Which one goes well with the PS5? The C4? The G4? I need answers.
Answers we have, and it sounds like you've already got your eyes set on a few.
Lucky for you, the LG C4 and G4 are 2024 models, so if you haven't yet made a purchase you can probably get one of them at a solid discount this time of year.
Technically they are both excellent with the PlayStation 5. Both have four HDMI 2.1 inputs that support 4K resolution with a 144 Hertz refresh rate and VRR. Both have low input lag, which is great for first person shooters where you want that quick response. And both look fantastic with rich, vibrant colors.
Personally, I've always admired LG's C series OLED TVs – I've spent time with a few of them now. They deliver an incredible picture at a price that's a little easier to stomach. If the TV will be used primarily for gaming, say in an office or game room, and doesn't need to be 65 inches – what I prefer in a living room space – a smaller size can really be a great deal. The LG C4 is available at 42 and 48 inches, while the G4 starts at 55 inches (at a significantly higher price).
To answer your question and provide a little clarity on the differences, several report that in its Game Optimizer mode, the HDR Brightness with the C4 is dimmer than the G4. We did not test that side-by-side, so I can't confirm definitively how big a difference there is, but wanted to point that out. However, if you only put eyes on the C4 and didn't have anything side-by-side to compare it to, do you think you would notice? If the answer is no, I'd go with the C4. But if you want that extra bit of brightness, not just for gaming, but SDR and HDR content viewing as well, then I think it's the G4.
A plea from the 'oldies'
Kathy writes: I've been watching your videos and at 75 years old, I don't have a clue what you are talking about – or I'm just very confused. I'm sure this will be close to our last TV. We want one for watching movies, Netflix, Hulu, Prime, etc. Our seats are 75 inches from the TV. From what you said, I think we need to get an OLED to have a great picture and maybe 55 or 65 inches. We would like to keep it under $1,500 with a sound bar since we just don't hear as well as we used to – hence, subtitles on everything. You seem to like Sony the best. Would you please do a video for us oldies? Leave out the technical and just tell us what to buy. Make it very simple and make it plain. There are thousands of us out here that would watch that video because we need major help. We all would appreciate it.
I appreciate this question because I agree: Sometimes, we just need to shut up and get to the point, right?
I'll do my best. 75 inches is almost exactly how far I am from my own 65-inch TV at home. So I would recommend a 65-inch TV. It's the perfect blend between giving you a nice, big screen to enjoy your favorite shows without being too big.
However, with a $1,500 dollar budget, including a soundbar, an OLED might be a little tough to pull off. Some of the less expensive models might not be bright enough to satisfy you.
If you must go OLED, I'd recommend the LG B4 at around $1,200 dollars. Once again, there will be a slight step back in brightness, but it's OLED, and in a dark room, it's going to look great.
For a potentially better bang for your buck, consider some mini-LED options. They have beautiful image quality, and are generally a bit brighter than OLED. I think you will love the experience. Also, mini-LEDs tend to be less expensive.
I suggest the 65-inch TCL QM851G. The 2024 model comes in around $900. At the time of publishing, the 65-inch TCL QM7K (2025 model) is on sale for $1,100 dollars.
I'd also recommend the Hisense U8N, another 2024 model that's a direct competitor to TCL's QM8 and with similarly strong high performance.
I recommend these options from Hisense and TCL because, in addition to great picture quality, they both use the Google TV operating system, which I find is easiest to work with. It's a clear layout for all the apps, the remotes are simple, and the setup isn't too difficult either.
Yes, I provided four options and most of them are not OLED, but like you said, let's keep it simple. These are excellent TVs. For soundbars in the $300-$500 price range we recommend the Bose Smart Soundbar, Yamaha YAS-209 and Klipsch Flexus Core 200, among others. If you need more options check out our Best Soundbars video and our list of soundbars under $500.
Best MacBook Pro for photography?
@rachmartinmedia writes: I'm a professional photographer. I edit a lot, and mainly wedding imagery, so it's high volume. What current MacBook Pro would you recommend?
Great question, and one I can relate to. I do a bit of photography on the side, and for event shoots, yes, lots of editing can really start taxing your computer. I do my work on a MacBook Pro M2 Max, usually in Lightroom, sometimes popping into Photoshop at the same time, and often with too many Google Chrome tabs open. The M2 Max certainly handles that workload, but if I start to open a lot of files in Photoshop at the same time, I need to close a few tabs or other programs to keep things snappy.
All that to say, I'd recommend going with an M3 Max or M4 Max option. The latter will ensure you're future-proof, however, with my M2 Max, I feel no need to upgrade anytime soon. I think you're good with the M3 Max if you want to save some money. If you use an external monitor for editing, don't be afraid to go with a 14-inch MacBook Pro. It's still powerful, but more portable for work on the go.
If you do save some money with the M3 Max option, consider spending it on some extra SSD space. (I have a 1 TB drive, but I wish I had more.) Lightroom and PhotoShop cache files and previews are stored on the internal drive, so you'll need a little extra space there to keep things running smoothly.
Grand Theft Auto VI: An update
Now we have the latest on Grand Theft Auto VI with Senior Gaming Editor Giovanni Colantonio.
Why are we talking about GTA 6? Because it's been a surprisingly busy month for a game that's not coming out for a while. In case you missed the news: Grand Theft Auto VI is no longer coming out in 2025 as originally planned. It's now slated for a May 26, 2026 release date.
Sorry to be the bearer of bad news if you hadn't heard that yet, but here's some good news — we at least got a new trailer. It's the first look at GTA VI we've had since December 2023, and it was a much-needed and impressive update. The trailer has racked up millions of views across social media and sparked a lot of conversation – including from you, our community. Here are some of those comments:
Too realistic?
@ineedabreak_rip writes: As a pureblood Florida man, this game got me smiling from ear to ear, bruh.
James Moses writes: Way too realistic. I had a trauma response because it reminded me of family reunions back in the day.
James, I totally get that: I have family in Florida and been to Miami a lot, and this trailer really captures something specific about that area.
That's a big takeaway: While we didn't learn much about gameplay, we got a better idea of what the game looks like. Honestly, it really does look next-gen. This isn't just GTA V scaled up. Rockstar seems to have gone all out. The level of visual detail is incredible – it looks like a real city, and not a bunch of copied-and-pasted assets.
Of course, we're seeing a very directed slice of the game, but the effort on display is clear. What stood out to me more than the photorealistic characters or detailed spaces was the lighting. Florida has a very specific quality of light – it is the Sunshine State, after all – and this trailer nails that warm, golden-hour tone. It's something I don't see often in games.
That kind of tone gets me really excited. It's unique. Maybe something like South of Midnight captures that vibe, but this one has a grounded, cinematic feel that really pops.
Tone in general is something I'm excited about with this trailer, and a lot of you noticed it too.
Great grit and grunginess
Noah Sessler writes: I really love the grunginess of it. To me, GTA V got a bit too clean and glitzy too fast.
I totally agree. There's a grit and a sexiness to this trailer – almost like a Michael Mann movie.
You never know what kind of tone a GTA game is going to take. Going into this, I wondered if it would be jokey and irreverent or grounded and gritty. I love that they're dialing into that crime-thriller vibe.
Here's the thing: I've been excited for GTA VI for a while, like everyone else. But I'm not sight-unseen excited for any game. I need a reason. You can't just say 'It's GTA VI' and expect me to be hyped. That first trailer? Sure, it looked cool, but it didn't give me much. This one? It gives me a reason. I get the tone. I get the cinematic crime feel they're aiming for. That's something I'm genuinely excited about.
The goods on gameplay
But there's still a lot we don't know. A lot of your questions brought that up too.
Two big ones came up:
Alex writes: Is that actual gameplay or just video fillers?
Andy followed up with: When do we get to see gameplay?
This trailer is definitely more cinematic. Rockstar clarified afterward that it's a mix of cinematic and gameplay footage. It was captured on a PlayStation 5, but it's hard to tell what is actual gameplay versus cinematic camera work.
So yes, technically some of it is gameplay – or at least in-engine – but we still don't know what it's like to play the game. What does it feel like to drive around? What's the structure of the missions? What does a story beat actually look like?
That leads into another good question we received, asking whether the map is all connected or if you have to load into each location. The blog post that came with the trailer mentioned several distinct Florida locations, but Rockstar hasn't said how it works. We can guess that it's mostly one interconnected open world – that's how GTA usually works – but who knows? There could be fast-travel segments or separate mission areas like in Red Dead Redemption 2.
We just don't know. And that's what's going to make this wait until May 26, 2026, a little tough. We want to see how it plays. We want gameplay. We want to know how the world functions. But even with all that uncertainty, I actually feel like this trailer gave me something to latch onto. I like the tone. I like the visuals. I'm excited to meet the characters and explore this Bonnie and Clyde-style story.
And based on your comments, it seems like a lot of you are too.
So we'll all wait together for May 26, 2026.
Hold on everybody – it's coming. Just another year… hopefully. Let's not jinx it.

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
26 minutes ago
- Yahoo
87% of Fortune 500 Fall Short in Applying AI and Automation for Job Seekers — Yet Nearly Half of 18 – 34-Year-Olds Want a Personalized TikTok-Like Experience
Phenom's 9th Annual Study Unveils Majority of Fortune 500 Companies are Insufficiently Leveraging AI and Automation to Deliver Tailored Candidate Journeys, Missing the Mark with Candidates' Expectations & Extending Talent Gaps PHILADELPHIA, June 12, 2025--(BUSINESS WIRE)--Phenom, an applied AI company specializing in human resources, recently published its ninth annual State of Candidate Experience: 2025 Benchmarks Report. Based on an analysis and ranking of the Fortune 500's candidate experiences across 14 industries, the report revealed that while organizations are increasingly investing in optimizing their career sites with AI and automation, many continue to fail to meet job seeker expectations with hyper-personalized experiences that effectively attract, engage and convert talent throughout the talent journey. Nearly half (47%) of American 18 – 34-year-olds say that if they were applying for a job at a company, their career site should be able to learn what jobs they're interested in the same way the algorithms of their social media platforms (e.g. TikTok and Instagram) learn what videos and posts users might be interested in, according to a recent survey commissioned by Phenom and conducted by The Harris Poll1. This shows a large disconnect between a population of workers who are expected to make up 80% of the advanced economies' workforce globally by 2034, and what the Fortune 500 are delivering today — with 87% of them failing to use AI and automation to hyper-personalize their career sites according to Phenom's report. Today's candidates not only seek alignment with an organization's relevant roles and purpose before applying to open jobs, but a career site experience that is intuitive and consumer-grade2. Leading organizations that recognize this evolution are delivering personalized experiences through segmented candidate journeys across all roles and levels by implementing omnichannel approaches to job discovery, strategically investing in automation and intelligence solutions to scale personalization efficiently, and developing a compelling employer brand narrative that creates sustainable competitive advantages. 1 This survey was conducted online within the United States by The Harris Poll on behalf of Phenom from May 20 - 22, 2025 among 2,055 adults ages 18 and older. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within +/- 2.5 percentage points using a 95% confidence level. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact Phenom. 2 Based on Phenom's data. Companies Fail to Personalize the Candidate JourneyThe State of Candidate Experience: 2025 Benchmarks Report revealed extensive opportunities for the Fortune 500 to enhance personalization throughout the candidate journey: 88% did not suggest related job openings based on current job title and skills 87% failed to use AI and automation to hyper-personalize career sites 83% did not have a chatbot on the career site that provides job recommendations 83% did not show recently viewed jobs 76% did not automatically detect the candidate's location and suggest relevant jobs nearby 74% did not clearly articulate the employer value proposition throughout the candidate journey in a way that was easy to find 73% did not feature a lot of relevant, quality content that conveys the employer brand throughout the candidate journey 68% did not use a passwordless job cart/favorites function for candidates to save job searches 31% did not use video content featuring employee testimonials showcasing company culture Strongest Candidate Journey AreasThe report highlighted a few key areas where the Fortune 500 continue to improve, including technical website performance and job descriptions: 96% had well-written job descriptions with at least three clear responsibilities and qualifications 91% provided the ability to upload a resume and cover letter from mobile devices 82% provided an easy mobile-apply process in three steps or less 86% increase in search providing relevant suggestions based on keywords 62% increase in social login available on the career site 33% increase in type-ahead search on all career site pages Leading Organizations Leverage AI & Automation, Transforming Candidate ExperiencesFortune 500 companies that are gaining a competitive advantage are successfully customizing and enhancing candidate experiences: "We've been able to customize and personalize our candidate experience. For example, we added day-in-the-life videos to all of our manufacturing job pages. Soon after, we noticed an increase in application rates," said Laura Schmidt, Talent Marketing Consultant for Land O'Lakes, Inc. "We're also gaining efficiencies through automations, allowing our recruiters to focus on connection with candidates instead of manual tasks. And we're able to share our brand over time with candidates knowing we may not always have the perfect job for them at the moment, but we're able to keep them engaged when that perfect job opens up." "We created a dynamic career site that empowers candidates to go on their own journeys, highlighting job categories and creating landing pages with content and openings that are most relevant," said Scott Ewert, SVP, Talent Acquisition at Regions Bank. "We wanted one word to define the process of viewing job openings and scheduling interviews: seamless. Indeed, we have created a seamless experience not only for talent prospects but also for our teams who have a clearer window into the most qualified, most capable candidates for open positions. It's very specialized, allowing people to get a more authentic view of what it's like to work in specific departments at Regions. This is an investment that's yielding solid results." "Creating a unified candidate journey with a tailored content strategy has empowered us to proactively answer candidate questions, increase our brand awareness and highlight why TD SYNNEX is a great place to grow a career," said Grant Smith, Global Recruitment Marketing Specialist at TD SYNNEX. "Companies that prioritize their talent experience strategy are likely to see increases in quality of hire, boosts in recruiter productivity and strengthened brand perception." Business-Critical Guidance for Candidate Journey ImprovementsPhenom's 2025 State of Candidate Experience report includes recommendations for organizations seeking to improve how they attract, engage and convert talent with AI and automation. Deliver industry and job-specific personalization. Generic career sites create friction and waste valuable time for candidates looking to learn about jobs and submit applications. Personalize the candidate experience by serving up hyper-relevant content and work opportunities based on context including the candidate's preferences and experience. This ultimately accelerates discovery and conversion while demonstrating your organization's commitment to creating a phenomenal candidate journey. Build a skills-forward career site. Savvy candidates navigate career opportunities based on transferable skills rather than rigid job titles or industry boundaries. Organizations must reimagine their career sites, where talent can instantly connect with relevant opportunities based on their individual capabilities, and where job descriptions prominently showcase the skills and competencies that drive success. Invest in conversational AI and automation. Extend your talent acquisition team's capabilities 24/7 with advanced conversational AI that provides instant support throughout the entire candidate journey — from initial job discovery to onboarding as a new hire. These AI-powered chatbots should seamlessly handle questions, recommend relevant jobs, conduct preliminary screening, and even support the application and interview scheduling process. The Role of Agentic AI in Candidate JourneysAI agents built to meet specific business, personas and industry needs will continue to transform talent attraction and engagement strategies. Experience Agents designed for the candidate journey transform how job seekers find and apply for the right work, and Persona Agents augment how talent acquisition teams attract and engage best-fit talent to: Accelerate hiring, filling specialized and high-volume roles with personalized and automated candidate engagement Slash talent acquisition workloads in half by increasing efficiency and growth through automation and intelligence Streamline employer branding, with generative AI and no-code design tools that make creating branded and personalized content effortless and engaging Enhance how HR teams work with AI to meet or exceed hiring goals "There is a clear divide between companies experimenting with AI and those truly harnessing its power to accelerate talent acquisition processes and transform candidate engagement through hyper-personalization," said John Harrington, Sr. Director, Product Marketing at Phenom. "In today's economy, AI-powered recruitment isn't just an advantage — it's survival. Organizations can automate up to 90% of hiring workflows while improving candidate experience. Those who resist this evolution won't just fall behind; they'll become irrelevant in a market where efficiency and speed directly determine viability." Phenom's AI, Generative AI and AI agents empower organizations to hire and onboard faster, develop better and retain longer through augmented work — while ensuring responsible AI adoption and utilization. Phenom's award-winning AI technology innovations fuel productivity and efficiency for recruiters, talent marketers, talent leaders, hiring managers, HR and HRIT. To read the full 2025 report and Fortune 500 company rankings, and industry breakdowns across 14 industries including Healthcare & Pharmaceutical, Manufacturing & Materials, Retail, Restaurant & Hospitality, and Transportation & Distribution, download here. Organizations not featured in the report can request their own complimentary career site audit here. About PhenomPhenom has a purpose of helping a billion people find the right work. Through AI-powered talent experiences, employers use Phenom to hire and onboard employees faster, develop them to their full potential, and retain them longer. The Phenom Intelligent Talent Experience platform seamlessly connects candidates, employees, recruiters, talent marketers, talent leaders, hiring managers, HR and HRIT — empowering diverse and global enterprises with innovative products including Phenom X+ Agentic AI and Generative AI, Career Site, Chatbot, CMS, Talent CRM, X+ Screening, Automated Interview Scheduling, Interview Intelligence, Talent Experience Engine, Campaigns, University Recruiting, Contingent Talent Hiring, Onboarding, Talent Marketplace, Workforce Intelligence, Career Pathing, Gigs, Mentoring, and Referrals. Phenom has earned accolades including: Inc. 5000's fastest-growing companies (5 consecutive years), Deloitte Technology's Fast 500 (4 consecutive years), 11 Brandon Hall 'Excellence in Technology' awards including Gold for 'Best Advance in Generative AI for Business Impact,' Business Intelligence Group's Artificial Intelligence Excellence Awards (3 consecutive years), The Cloud Awards 2025/2024, The A.I. Awards 2024, and a regional Timmy Award for launching and optimizing (2020). Headquartered in Greater Philadelphia, Phenom also has offices in India, Israel, the Netherlands, Germany and the United Kingdom. For more information, please visit Connect with Phenom on LinkedIn, X, Facebook, YouTube, Instagram and TikTok. View source version on Contacts Jennifer Sign in to access your portfolio
Yahoo
31 minutes ago
- Yahoo
Three ways the Trump-Musk feud revealed the GOP's twisted hypocrisy
Aside from being globally cathartic, the all-too-predictable breakup of President Donald Trump's unquenchable ego and Elon Musk's immense sense of self-importance pulled the dressing-room curtain back on the Republican Party. And what we saw was both cringeworthy and indecent. Or as I like to call it, the Republican Party. Here are three things this episode of 'Real Annoying Billionaires of Washington, DC' taught us about the conservatives who excitedly welcomed Musk – and his money – into politics: As the president and the weirdo billionaire hurled insults at each other on June 5, Trump posted this threat: 'The easiest way to save money in our Budget, Billions and Billions of Dollars, is to terminate Elon's Governmental Subsidies and Contracts.' Gee, I wonder who, up until June 5, was helping Musk grease the wheels to line up 'Billions and Billions of Dollars' in additional government contracts? As The New York Times reported in March: 'Within the Trump administration's Defense Department, Elon Musk's SpaceX rocketry is being trumpeted as the nifty new way the Pentagon could move military cargo rapidly around the globe. In the Commerce Department, SpaceX's Starlink satellite internet service will now be fully eligible for the federal government's $42 billion rural broadband push, after being largely shut out during the Biden era. … And at the Federal Aviation Administration and the White House itself, Starlink satellite dishes have recently been installed, to expand federal government internet access.' Opinion: Musk erupts, claims Trump is in the Epstein files. Who could've seen this coming? How quickly Trump went from filling Musk's coffers to repay him for his support and campaign contributions to suggesting Musk's contracts were, in fact, a form of government waste and fraud. (I mean … they are a form of government waste and fraud, but not in the way Trump was suggesting.) There's no other takeaway from this other than: We were happy to pay Musk whatever he wanted as long as he loved Trump, but the minute he stopped loving Trump, we can easily stop paying him. I think there's a word for that. Musk's swift about-face on Trump shows what many of us have long suspected: Republicans or Republicans-of-convenience like Musk don't actually like or respect Trump. On Feb. 7, Musk posted on social media: 'I love @realDonaldTrump as much as a straight man can love another man.' On June 5, Musk posted: '@realDonaldTrump is in the Epstein files. That is the real reason they have not been made public. Have a nice day, DJT!' Going from 'I love you, man' to 'I'm alleging you're connected to a notorious sex offender who was facing child sex trafficking charges before he died of suicide in jail' is quite a journey. And it implies that Musk saw Trump for what he is: a useful, loathsome fool. Opinion: Who would want to have babies under a Trump administration? Not me. The minute Trump became not useful to Musk, he sang his truth, something I'd bet most Republicans would do if they had untold wealth and didn't have to worry much about repercussions. That tells you all you need to know about the modern-day GOP – liars boosting a lout in their own self-interest. For all its fanfare, the U.S. Department of Government Efficiency that Musk oversaw accomplished precious little cost-cutting while inflicting massive harm on America's global reputation, the lives of people reliant on U.S. aid, and the overall functioning of the federal government. Republicans knew this yet still tripped over themselves to toss roses at Musk's feet, hailing him as some kind of genius/savior. They wanted his money, and they wanted the disinformation cannon that comes with his right-wing social media platform. But when Musk grew wise to what Republican lawmakers were doing with the One Big Beautiful Bill Act – a deficit-ballooning monstrosity – he turned on his handmaidens and his former love, President Trump. Opinion alerts: Get columns from your favorite columnists + expert analysis on top issues, delivered straight to your device through the USA TODAY app. Don't have the app? Download it for free from your app store. So Trump, of course, called him crazy. Which begs the question: Why were you letting a crazy person access Americans' most private data and demolish the federal workforce? And are you now going to … you know … make sure the guy you think is crazy didn't do something catastrophically bad? Congressional Republicans had to pick a side, and they've largely stepped into Trump's arms, knowing Musk may well be disliked even more than the sitting president. The Washington Post reported June 6: 'Across the government, the Trump administration is scrambling to rehire many federal employees dismissed under DOGE's staff-slashing initiatives after wiping out entire offices, in some cases imperiling key services such as weather forecasting and the drug approval process.' Translation: Musk's DOGE nonsense was for naught, an attempt to fluff a billionaire's ego while cloaking the high-spending, deficit-raising moves Republicans were going to make all along. There's a sucker born every minute, and two Republicans to take 'em. Follow USA TODAY columnist Rex Huppke on Bluesky at @ and on Facebook at You can read diverse opinions from our USA TODAY columnists and other writers on the Opinion front page, on X, formerly Twitter, @usatodayopinion and in our Opinion newsletter. This article originally appeared on USA TODAY: Trump vs. Musk shows us depths of the GOP's moral rot | Opinion
Yahoo
31 minutes ago
- Yahoo
An HP president says AI isn't coming for everybody's job, only the jobs of people who don't learn to use it
With the rise of AI, many employees and recent graduates are concerned about their job futures. Faisal Masud, president of HP Digital Services, shares his advice for how fresh grads can leverage AI. He also shares how, with the right mindset and upskilling, people can turn AI into a great sidekick. If you're a recent graduate, you're probably feeling some anxiety about entering the workforce. Employees — especially Gen Zs — report feeling burned out, while return-to-office mandates are affecting people's work-life balance. And as CEOs bluster about AI wiping out half of all entry-level white collar jobs, employees and soon-to-be employees naturally feel concerned for their future. It's often said that millennials grew up with smartphones, and in a similar way, today's grads are getting in on the ground floor with AI. When I graduated from college in the 90s, most people in the workforce could barely use the internet, so my generation thrived because we were fluent in the online world. In a similar way, it's early enough for fresh grads to be a part of this first wave of AI use. AI tools like ChatGPT, Claude, and Gemini all provide free options, and you can gain a competitive advantage by learning to use them now. But AI isn't coming for everybody's job — it's coming for the jobs of people who don't learn to use AI. I feel confident that AI will make work more rewarding and enjoyable if you give it the opportunity. AI won't be leading a meeting with your biggest client anytime soon, or finalizing the plans for your spring offsite, or hiring the next VP of sales. Despite CEOs arguing that AI will take over entry-level work, enterprises are not ready to roll AI out across the entire organization. Instead, AI will help by doing the tedious parts of your job that you don't enjoy, freeing you up for more meaningful work. You'll still lead your client meeting, but an AI tool will crank out a draft of the presentation and summarize the meeting notes afterward. You'll still make the important decisions about your offsite, but AI will find you 20 locations to choose from — and email them all to check for availability. In this way, AI operates much more like an assistant than a new colleague who you'll have to compete with to keep your job. Your intelligence, judgment, and awareness will remain indispensable for this type of work. So yes, AI may be taking components of entry-level work, but it's not eliminating job opportunities entirely; it's evolving what entry-level work looks like. This kind of automation will allow you to gain more high-quality work experience early in your career, leading to faster growth and career advancement. Tech has a history of creating more jobs, not fewer, and AI is no different. Now is the time to start learning and using AI tools to get ahead of the curve. Forget generic résumés that get lost in the pile; AI tools like ChatGPT and Gemini can dissect job descriptions, pinpoint essential keywords, and supercharge your résumé and cover letter so that they make it past automated screening systems. AI tools can also generate realistic mock interview questions to assist with interview preparation. Think of AI as a 24/7 career assistant. Powerful AI agents like OpenAI's Operator function can even scan job boards and submit applications on your behalf. These capabilities are still emerging, but the outcome is that you'll be able to expand your job search and apply for many more roles with precisely targeted applications. Just don't over-index on your AI use. If you use AI to spruce up your cover letter, read closely to ensure it's accurate and still sounds like you and doesn't exaggerate your capabilities. Otherwise, you run the risk of falling short of expectations when potential employers meet you in person, or winding up in a job where you're out of your depth. AI will also streamline the tech experience at work. I often think about how good the tech experience has become in our personal lives. My smartphone updates in the background and connects automatically to my TV and car. AI-powered apps like Uber and DoorDash have made my life so convenient that I take them for granted. But tech in the workplace hasn't kept up. For example, I was about to join a board meeting recently when my videoconferencing system decided to install an update. Last month, I was building a presentation when the software crashed without saving my last changes. AI will analyze the experience of millions of users and learn when it's the best time to update your Zoom (hint: it's not right before a meeting). It'll also recognize that your computer is slowing down and automatically alert the IT department to fix or replace it, saving you the hassle. In addition, AI will handle interactions with internal departments like IT, HR, and payroll. You won't have to waste time submitting expense reports, filing tickets, or asking questions about benefits and leave policies. These are all tasks that will be made faster and easier with AI. If your company dumps a new set of technologies onto you when you're already feeling overwhelmed, it's likely to cause frustration rather than make your job easier. Here's how you can get the most out of AI tools and actually look forward to using them: Ask questions about how AI will impact your role. Don't wait for clarity — be proactive and find out how these tools will affect your day-to-day tasks and long-term career. Identify how AI can enhance your workflows. Look for ways these tools can save time, reduce manual effort, or improve decision-making. Your goal should be to build a reliable, repeatable motion that can scale. Take charge of your learning. Invest time in mastering the tech's capabilities and understanding its limitations. You can accelerate learning through experimentation, trial and error, and by using GenAI tools. Stay informed about your company's goals and AI strategy. Pay attention to leadership's messaging and align your efforts with how AI tools are being positioned to support the company's objectives. Advocate for transparency and collaboration. If something isn't clear or feels off, speak up. An open dialogue with your manager can help ensure these tools benefit both you and the organization. AI isn't here to replace you—it's here to help you thrive. With the right mindset and a little upskilling, you can turn it into your ultimate sidekick, simplifying tasks and freeing you to focus on what truly matters: creativity, big ideas, and making an impact. Faisal Masud is the president of HP Digital Services, where he oversees the development of HP's Workforce Experience Platform (WXP), which uses AI to anticipate employees' IT needs and address them automatically. Before joining HP in 2023, Faisal was a former Amazon VP, Alphabet Wing COO, and Staples CTO. Do you have a story to share about AI's impact on your job? Contact this editor, Jane Zhang, at janezhang@ Read the original article on Business Insider