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.
In this John Sumser video he covers 13 Amazing HR Tech Solutions for the Pandemic.
Joe Gerstandt writes, “Emotions fuel motivation and behavior yet there seems to be something of an unspoken ban on emotion in today’s workplace.” Working with People (and their messy emotions).
Heather Bussing walks through the positive aspects of moving through negative emotions that we typically shun at work. If you can’t handle emotions at work, the problem may be you.
Sam Bocetta explains how HR can use training and hiring to improve network security and stop massive losses from hackers. HR’s Role in Strengthening the People Side of Security.
What do you do about the flow of conflicting claims about what works and what doesn’t in HR Tech? John Sumser shares his analysis. Making Sense of Nonsense (sense making?)
Joe Gerstandt writes, “Emotions fuel motivation and behavior yet there seems to be something of an unspoken ban on emotion in today’s workplace.” Working with People (and their messy emotions).
Heather Bussing walks through the positive aspects of moving through negative emotions that we typically shun at work. If you can’t handle emotions at work, the problem may be you.
Sam Bocetta explains how HR can use training and hiring to improve network security and stop massive losses from hackers. HR’s Role in Strengthening the People Side of Security.
What do you do about the flow of conflicting claims about what works and what doesn’t in HR Tech? John Sumser shares his analysis. Making Sense of Nonsense (sense making?)
John Sumser shows some of the amazing things companies are doing during the pandemic with HR Technology. Examples include Vizier, ADP, Humanyze, Greenhouse, Arena.io, ServiceNow, Socrates.ai, Culture Amp, Phenom People, HiringSolved, Organization View, Workforce Logiq, and Workday.
“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
This video from John Sumser covers his Q&A talk on AI and Intelligent Tools in the HR and Recruiting space in the times of the coronavirus pandemic. Spoilers: it’s probably not what you would expect. Watch, Q&A on AI and Intelligent Tools with John Sumser.
John Sumser writes, “Machines are incapable of seeing things that aren’t measured.” This can be a bad thing. The Uncoded Bias in AI Hiring.
Paul Hebert asks us to please Stop Measuring Employee Engagement (there’s something better).
Doug Shaw, writes, “Change can be hard, and the process of exploring how we do things differently needs to acknowledge this.” The language of change: an antidote for stress that stifles thinking, feeling, and doing.
If you’re Caught in the Chorus of Talent then you’re missing the big picture on attracting talent. Listen to the full chorus from Susan LaMotte.
John Sumser writes, “Machines are incapable of seeing things that aren’t measured.” This can be a bad thing. The Uncoded Bias in AI Hiring.
Paul Hebert asks us to please Stop Measuring Employee Engagement (there’s something better).
Doug Shaw, writes, “Change can be hard, and the process of exploring how we do things differently needs to acknowledge this.” The language of change: an antidote for stress that stifles thinking, feeling, and doing.
If you’re Caught in the Chorus of Talent then you’re missing the big picture on attracting talent. Listen to the full chorus from Susan LaMotte.
Behind the uncoded bias in AI hiring are machines participating in and perhaps even dictating hiring decisions.
John Sumser writes, “Intelligent output requires the user to think before deciding. This makes the quality of the interface design a fundamental ethical question.” User Interface Design Ethics in AI - Part I.
“We must design our tools to help us practice our AI ethics. That includes a continuous process where you revisit your assumptions, rewrite your questions, validate your data, and measure results against not just KPI’s, but your underlying corporate values.” Read part two of John Sumser’s series on User Interface Design Ethics in AI - Part II.
From vision, strategy, and workforce impact to costs, maintenance, data standards, and process governance, John Sumser takes a look at HR Tech: AI and Intelligent Software Implementation - Part I.
John Sumser wraps-up his two-part series on, HR Tech: AI and Intelligent Software Implementation - Part II.
F1000 corporate executive and start-up CEO Jason Lauritsen discusses how the foundation of employee engagement is undermined by ignoring employee’s personal lives. Build a Better Foundation for Employee Engagement in 2021.
“We must design our tools to help us practice our AI ethics. That includes a continuous process where you revisit your assumptions, rewrite your questions, validate your data, and measure results against not just KPI’s, but your underlying corporate values.” Read part two of John Sumser’s series on User Interface Design Ethics in AI - Part II.
From vision, strategy, and workforce impact to costs, maintenance, data standards, and process governance, John Sumser takes a look at HR Tech: AI and Intelligent Software Implementation - Part I.
John Sumser wraps-up his two-part series on, HR Tech: AI and Intelligent Software Implementation - Part II.
F1000 corporate executive and start-up CEO Jason Lauritsen discusses how the foundation of employee engagement is undermined by ignoring employee’s personal lives. Build a Better Foundation for Employee Engagement in 2021.
“From data quality to regulatory compliance, there are 28 key parameters to evaluate when considering a purchase of intelligent tools for HR. We’ve also provided 40 key questions to ask to evaluate an AI or Intelligent Software vendor solution.” - John Sumser
“The question is when, not whether, organizations will use intelligent tools. The future is inevitable. The sooner you get started, the easier it will be to keep up. Conversely, the longer you wait, the more competitive advantage you will lose.” - John Sumser
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