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.


HRExaminer v12.07

As Frederick Buechner described, vocation is “the place where your deep gladness and the world’s deep hunger meet.” Matthew J. Stollak is here to remind us about an oft forgotten truth in our work. Say it with me, I need a Vocation!

Algorithms Follow Rules - People Don’t. See you in Court? What happens when you throw the legal system into the mix? Heather Bussing has some thoughts.

Dr. Todd Dewett shares, “I’m often approached with questions about motivation and morale. The question is the same: How do we get employees to feel like doing a great job?”

Heather Bussing has some suggestions on how to rewire your brain to view mistakes as shortcuts to real learning and wisdom. Is Learning By Mistake Really How We Learn Best?

Catch and Kill is the story of the writing of Ronan Farrow’s now-famous piece about Harvey Weinstein. John Sumser’s warning is simple, “Anyone involved in HR should read it.”


HRExaminer v12.06

This is interesting stuff. John Sumser draws the boundaries around the emergence of a new set of analytics-driven data-based elements of the HR department. Read more in part one of The HR Data Department.

John Sumser writes, “Jim Collins used the Flywheel metaphor in Good To Great. Picture a five-thousand pound flywheel on an axle. Your job is to get the flywheel rotating fast and keep it going.” The HR Data Department Part II.

John Sumser covers AI and algorithms in recruiting and then moderates a panel that includes Facebook, Engage Talent, Intel, and our resident employment law attorney, Heather Bussing. Google Talk on Algorithms and AI (Who Owns the Outcome?).

We surveyed over five-hundred HR executives to find out what they really think about AI and machines replacing people. - John Sumser uncovers What HR Really Thinks About Technology Replacing People? (Survey says read more.).

Can a workplace recover from discrimination or harassment or whistleblower drama? People’s lives and sanity depend on how you handle things. So does your company’s bottom line. So taking care of yourself as you move through the drama is the most important thing. Heather Bussing offers some good advice.


HRExaminer v12.05

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?)


HRExaminer v12.04

This video from John Sumser covers his Q&#38A 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.


HRExaminer v12.03

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.


HRExaminer v12.02

Heather Bussing explains how the pandemic demands that we reimagine our indispensable work. Reimagining What is Necessary Work During the Coronavirus Pandemic.

Jon Stross and his Greenhouse co-founder noticed that certain ways of leading and communicating during the pandemic suddenly snapped into focus while previous methods no longer fit the scene. Sometimes Leading Means Letting Go During the Pandemic (Lessons Learned in Zoom Rooms).

After the Furlough there are five things you should do to prepare for your employees’ return. John Sumser has more.

Recognizing AI in our HR Tech means trying to remember, in the onslaught of machine opinion, that by accepting the machine’s opinion you are making a decision. John Sumser has more in, Can we recognize baked-in AI in HR Tech in order to manage it properly?


HRExaminer v12.01

Our systems were not designed to scale during an abrupt shift from centralized to distributed work. TJ Fjelseth, CHRO of expands on the Conversations emerging during an abrupt shift from centralized to distributed work.

What should modern bereavement leave look like in pandemic times? Surely, the standard three days of paid leave to say farewell won’t cut it. Read, Modern Bereavement Leave in Pandemic Times from John Sumser.

Michael Kannisto, Ph.D. explains that college recruiting has a strict timeline and with each passing day the class of 2020 faced the prospect of being excluded from the recruiting process. The Lost Generation of College Recruits.

Neurodiverse people often possess remarkable technical and problem-solving capabilities. They end up surfacing insights that others miss. Heather Bussing has more about Hiring Neurodiverse People.

John Sumser asks you to consider who is really important at your company. Instead of paying attention to the people with charisma and connections, you need to focus on people with competence. 8 Steps to Identify Your Everyday MVP Employees During The Pandemic.


HRExaminer v11.04

In times of scarcity or crisis like the pandemic, the rules change. Business continuity becomes the governing question. Michael Kannisto, Ph.D. looks at MVP’s during the Pandemic: Modern Succession Planning for Operational Continuity.

In March 2020, many workers fled their offices for the safety of home. The change was hurried by necessity, but with little understanding of the consequences. Stella Lupushor has more on Zoom and a bit about the downsides of decentralized work.

Fara Rives discusses how AI can help overcome a key roadblock with outdated employee and contractor information. AI Can Improve Talent Mobility.

It’s one of the most common workplace mistakes: applying the wrong solution to a situation simply because you went with your “go to”move. Hello Hammer, Meet Nail from Dr. Todd Dewett.


HRExaminer v11.03

Heather Bussing writes, “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.” Read Heather’s two-part series on How to Not Screw Up Predictions (when you’re working with AI and Intelligent Tools).

In part two of her series, Heather Bussing shares an exercise and analysis on How to Not Screw Up Predictions (Exercise: Consider and Decide).

John Sumser writes, “The work of synthesizing, prioritizing, and then acting on the data is increasingly what work is all about. And that’s where the new tools come in handiest.” Modern HR Data Types and Attributes (From Text to Machine Generated or Monitored Data).

“Ethical questions about how we use data and technology in organizations are growing in prominence and importance and bias is the noisiest of the ethics questions now facing HR.” John Sumser has more in, Bias in AI: Are People the Problem or the Solution?

In this combined article and podcast the topic is Open Feedback and Joyous Co-founder Mike Carden is in the driver’s seat. Open Feedback with Mike Carden (article and Podcast).