HRIntelligencer v1.27

On November 28, 2017, in HR Intelligencer, HRExaminer, John Sumser, by John Sumser

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What are the ethics involved in interpreting behavior? Are they any different from our looming ability to interpret thoughts? Where does privacy begin and end? Will marketing become as manipulative as politics?

Big Picture
  • The Outrage Economy. What worked in politics in 2016 is coming to a marketing department near you. The next phase of life for discredited cybercelebrity Robert Scoble.
  • Four ethical priorities for neurotechnologies and AI. Artificial intelligence and brain–computer interfaces must respect and preserve people’s privacy, identity, agency and equality, say Rafael Yuste, Sara Goering and colleagues.
  • Can A.I. Be Taught to Explain Itself?  In 2018, the European Union will begin enforcing a law requiring that any decision made by a machine be readily explainable, on penalty of fines that could cost companies like Google and Facebook billions of dollars. The law was written to be powerful and broad and fails to define what constitutes a satisfying explanation or how exactly those explanations are to be reached. It represents a rare case in which a law has managed to leap into a future that academics and tech companies are just beginning to devote concentrated effort to understanding. As researchers at Oxford dryly noted, the law “could require a complete overhaul of standard and widely used algorithmic techniques” — techniques already permeating our everyday lives.
HR’s View
  • How to Hold Algorithms Accountable. Accountability implies an obligation to report and justify algorithmic decision-making, and to mitigate any negative social impacts or potential harms. The article considers accountability through the lens of five core principles: responsibility, explainability, accuracy, auditability, and fairness. The authors suggest that all algorithms have a social impact statement
  • Software 2.0. Good overview. “It turns out that a large portion of real-world problems have the property that it is significantly easier to collect the data than to explicitly write the program. A large portion of programmers of tomorrow do not maintain complex software repositories, write intricate programs, or analyze their running times. They collect, clean, manipulate, label, analyze and visualize data that feeds neural networks.”


  • Chatbots 101. In which Oracle proclaims and illustrates all of the goodness of sugar without ever mentioning diabetes.
Quote of the Week

“If you’re being sold the AI revolution and considering how to streamline processes with an investment in machine intelligence, or just trying to understand the landscape of change that’s coming, then you need to read this! If you’re involved in HR technology, this report clears up the sideline chatter of artificial versus actual intelligence, and while that line will entirely blur it brings to life the next 24 months!

There is incredible advice on what to consider before you buy such products, the questions you should ask; the people investment you are likely to make and thought-provoking legal considerations.

Have you considered how long it will take for machine intelligence to benefit your business; if you have trained a puppy before then get ready!

An in-depth look into the leading companies in this space; the change they are trying to effect and the reality of today provides valuable insight.

Case studies of companies successfully using AI in the recruitment sector with thought-provoking examples help to understand how, or if, this is useful for your business.

If you think the robots are coming, and they are, you need to read this first.”

from Discussion About The 2018 Index of Predictive Tools in HRTech: The Emergence of Intelligent Software


Curate means a variety of things: from the work of vicar entrusted with the care of souls to that of an exhibit designer responsible for clarity and meaning. At the core, it means something about the importance of empathy in organization. HRIntelligencer is an update on the comings and goings in the Human Resource experiment with Artificial Intelligence, Digital Employees, Algorithms, Machine Learning, Big Data and all of that stuff. We present a few critical links with some explanation. The goal is to give you a way to surf the rapidly evolving field without drowning in information. We offer a timeless curation of the intersection of HR and the machines that serve it. We curate the emergence of Machine Led Decision Making in HR.

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