We surveyed over five-hundred HR executives to find out what they **really** think about AI and machines replacing people.
This is a talk John Sumser gave on AI, algorithms, and intelligent software in recruiting at Google’s Mountain View campus at the end of 2018. After John’s presentation, he moderated a panel that included Facebook’s Richard Rosenow, Derek Zeller from Engage Talent, Jeff Dunn, Intel’s Campus Relations Manager, and our own resident Employment Law expert, Heather Bussing.
“It’s hard to stay on top of the flow of conflicting claims about what works and what doesn’t in HR Tech. When analysts evaluate that offering in a matrix that includes other specialty solutions with different focuses, it creates a false set of criteria. Worse, the answers are not helpful.” - John Sumser
“We talk all day long about people’s motivations and behaviors, yet act like emotions have no place at work. Caring for a tree becomes pretty difficult if you have to pretend that the roots do not exist.” - Joe Gerstandt
Watch this video Q&A with John Sumser on AI and Intelligent Tools in the HR and Recruiting space during the coronavirus pandemic.
“This is merely a friendly reminder. Don’t follow in the footsteps of these “ready, fire, aim” decision-makers. They have the best of intentions, but often inadvertently make things worse.” - Dr. Todd Dewett
“Predictions don’t give you answers. They give you more questions. And it’s essential to explore those questions before you make decisions based on predictions, especially when people and their careers are involved.” - Heather Bussing
“One of the best things about predictions is that they tell you how often they will be wrong. If there is only a 10% chance of rain, you probably won’t take an umbrella. But one in ten times, you will still get wet. You will be surprised since there was a 90% chance of sun. But the prediction was correct.” - Heather Bussing
“Beyond the claim on the package, it is difficult to understand what an intelligent tool does. It’s even harder to understand what more it might do and how to improve it.” - John Sumser
Over the next two to five years HR’s most important asset will be its data. So, what percent of organizations already have a Data Governance policy? We surveyed 542 HR executives to find out.
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