HRExaminer v12.08

Almost all security problems, intentional or otherwise, come from people. This is the first in a two-part series from John Sumser about making security a part of the HR agenda. Why Focus Your HR Department on Security?



John Sumser covers the future of security issues, building an internal security center of excellence in the HR department, and all the specifics for getting started with your organization. Why Focus Your HR Department on Security? Part II



John Sumser writes, “Somehow, in the race to be relevant to the top tier of the organization, we’ve lost sight of where the answers lie.” We must be reminded that Hands-on experience cleaning data produces great wisdom.



John Sumser steps back from the algorithms and sexy AI sales-speak to define the value of HR data at its core. Defining Value in HR Data.



I wasn’t expecting much the first time I saw Shawn Achor and heard him explain his research on happiness, but in no time I was feeling surprisingly happy myself. John Sumser has A Surprisingly Happy Encounter with Shawn Achor.



 

The HR Data Department Part II

“Jim Collins originally used the Flywheel as a metaphor in his book, Good To Great. Picture a huge, heavy flywheel mounted horizontally on an axle. The flywheel is two feet thick and weighs five-thousand pounds. Now imagine your task is to get the flywheel rotating on the axle as fast and for as long as possible.” - John Sumser
 

Q&A on AI and Intelligent Tools with John Sumser

Watch this video Q&A with John Sumser on AI and Intelligent Tools in the HR and Recruiting space during the coronavirus pandemic.
 

User Interface Design Ethics in AI – Part II

“One area Manhattan-based Greenhouse focused on is predicting the Recruiting Department’s results. Hiring and finance managers always want to know when the new person will be hired and whether they will show up.” - John Sumser
 

User Interface Design Ethics in AI – Part I

“The essence of traditional interfaces is a deep emphasis on clarity (or intuitiveness). One look at the interface tells you what to do. That doesn’t work with likelihoods. Intelligent output like you’d find in machine learning requires the user to think before deciding.” - John Sumser
 

HR Tech: AI and Intelligent Software Implementation – Part II

“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
 

HR Tech: AI and Intelligent Software Implementation – Part I

“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
 

We Don’t Know If We Can Eliminate Bias From Tech

“Bias related technical tools fall into two categories. The tech group assumes that things work better when humans are not involved. The human group assumes that people should be the decision-makers when lives and careers are affected.” – John Sumser
 

AI and Intelligent Tools in HR Tech Right Now – Q&A, Reinventing HR

John Sumser’s video talk on where we are now with Intelligent Tools (AI and Data) in the HR and Recruiting space during the coronavirus pandemic. John covers the key points companies need to understand about AI and other intelligent tools to successfully implement systems and gain their full benefits.
 

Software Implementation in HR with Intelligent Tools and AI

“The number of tools available in Talent Acquisition outnumbers other tools by almost 10 to 1. New intelligent tool initiatives are most likely to start in the Recruiting silo or as a part of a larger suite initiative.” - John Sumser