Quantcast
Subscribe!

 

Enter your email address:

Delivered by FeedBurner

 

E-mail Steve
This form does not yet contain any fields.
    Listen to internet radio with Steve Boese on Blog Talk Radio

    free counters

    Twitter Feed

    Entries in HR Tech (228)

    Thursday
    Sep142017

    PODCAST: #HRHappyHour 296 - HR Gives Back 2017

    HR Happy Hour 296 - HR Gives Back 2017

    Hosts: Steve BoeseTrish McFarlane

    Guest: Mollie Lombardi

    Listen HERE

    This week on the HR Happy Hour Show, Steve and Trish welcome Mollie Lombardi from Aptitude Research Partners to talk about HR Gives Back, an initiative to support and raise funds for Parkinson's Disease research.

    HR Gives Back was started by a group of HR industry veterans and is an all-volunteer effort to connect the generosity of the HR technology community to causes we believe in. With the support of the HR Technology Conference, and all of their amazing sponsors, they believe that together we can make a real difference for those impacted by Parkinson's disease by speeding a cure.

    Mollie shared how HR professionals and attendees of the upcoming HR Technology Conference can get involved with HR Gives Back through donations, events, advocacy, swag and more. And we even got to geek out on Payroll technology at the end of the show.

    You can listen to the show on the show page HERE or by using the widget player below:

    This is a super important issue, and we encourage all HR Happy Hour listeners to get involved, share the HR Gives Back story, and support the cause. Learn how to get involved at www.hrgivesback.org.

    Thanks to HR Happy Hour Show sponsor Virgin Pulse - www.virginpulse.com.

    Subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, or anywhere you get your podcasts.

    Tuesday
    Sep122017

    For anyone building or implementing AI for HR or hiring

    You can't swing a hammer anywhere these days without hitting an 'AI in HR' article, prediction, webinar, talk, or HR conference session. Heck, we will have a fair bit of AI in HR talk at the upcoming HR Technology Conference in October.

    But one of the important elements that the AI in HR pieces usually fail to address adequately, if at all, is the potential for inherent bias, unfairness, or even worse finding their way into the algorithms that will seep into HR and hiring decisions more and more. After all, this AI and these algorithms aren't (yet) able to construct themselves. They are all being developed by people, and as such, are certainly subject, potentially, to these people's own human imperfections. Said differently, what mechanism exists to protect the users and the people that the AI impacts from the biases, unconscious or otherwise, from the creators.

    I thought about this while reading an excellent essay on the Savage Minds anthropology blog written by Sally Applin titled Artificial Intelligence: Making AI in Our Images

    An quick excerpt from the piece, (but you really should read the entire thing)

    Automation currently employs constructed and estimated logic via algorithms to offer choices to people in a computerized context. At the present, the choices on offer within these systems are constrained to the logic of the person or persons programming these algorithms and developing that AI logic. These programs are created both by people of a specific gender for the most part (males), in particular kinds of industries and research groups (computer and technology), in specific geographic locales (Silicon Valley and other tech centers), and contain within them particular “baked-in” biases and assumptions based on the limitations and viewpoints of those creating them. As such, out of the gate, these efforts do not represent society writ large nor the individuals within them in any global context. This is worrying. We are already seeing examples of these processes not taking into consideration children, women, minorities, and older workers in terms of even basic hiring talent to create AI. As such, how can these algorithms, this AI, at the most basic level, be representative for any type of population other than its own creators?

    A really challenging and provocative point of view on the dangers of AI being (seemingly) created by mostly male mostly Silicon Valley types, with mostly the same kinds of backgrounds. 

    At a minimum for folks working on and thinking of implementing AI solutions in the HR space that will impact incredibly important life-impacting decisions like who should get hired for a job, we owe it to those who are going to be effected by these AIs to ask a few basic questions.

    Like, is the team developing the AI representative of a wide range of perspectives, backgrounds, nationalities, races, and gender balanced?

    Or what internal QA mechanisms have been put into place to protect against the kinds of human biases that Applin describes from seeping into the AI's own 'thought' processes?

    And finally, does the AI take into account differences in cultures, societies, national or local identities that us humans seem to be able to grasp pretty easily, but an AI can have a difficult time comprehending?

    Again, I encourage anyone at any level interested in AI in HR to think about these questions and more as we continue to chase more and 'better' ways to make the organization's decisions and interactions with people more accurate, efficient, effective - and let's hope - more equitable.

    Monday
    Sep112017

    VOTE! For the Next Great HR Technology Company

    Quick shot for a busy Monday and a humble appeal to enlist the help and support of blog readers with something that is equal parts fun, cool, important, and did I mention fun?

    Folks that read the blog should know that I am the Program Chair for the HR Technology Conference - the original, largest, and best event of its kind in the world.

    A featured element at the HR Tech Conference is the incredibly fun 'Discovering the Next Great HR Technology Company' session - where a group of highly innovative and game-changing HR Tech startup companies demo, discuss, and defend their solutions and make their case to be named the 'Next Great HR Tech Company'.

    But which HR tech companies will get their chance to vie for the coveted title?

    That's where you come in.

    For the last few months I have worked with a team of industry experts - George Larocque, Lance Haun, Madeline Lauranon, and Ben Eubanks to narrow down a field of 150+ HR Tech startups down to a group of 8 semi-finalists who wlll battle for the 'Next Great HR Technology Company' title.

    Each of the above mentioned experts has nominated and coached two HR Tech startups, and in classic 'March Madness' style these 8 will fight for a place in the Final Four that will present at HR Tech in October.

    And we want you to decide which of these HR tech startups will make the Final Four.

    How do you make your voice heard?

    Head over to the HR Technology Conference Insiders blog here. There, you can learn more about the 8 semi-finalist companies - Proxfinity, Papaya Global, Beamery, Beekeeper, Moovila, Best Money Moves, Blueboard, and bob - and register your votes for the final four companies who will square off at HR Tech.

    Let's make HR Tech Great Again!

    Or something like that. 

    But please, head on over to the HR Technology Conference blog, read up and watch videos from each of the 8 semi-finalists, and vote for your favorites to compete for the coveted title of the Next Great HR Technology Company next month at HR Tech.

    And in case you want to learn more about this process and the 8 companies themselves, give this episode of the HR Happy Hour Show a listen - George Larocque and I break down the process, talk about the 8 semi-finalists, and tell you everything you need to know.

    Have a great week!

    Friday
    Sep082017

    PODCAST: #HRHappyHour 295 - Discovering the Next Great HR Technology Company

    HR Happy Hour 295 - Discovering the Next Great HR Technology Company

    Host: Steve Boese

    Guest: George Larocque

    Listen HERE

    This week on the HR Happy Hour Show, Steve is joined by George Larocque to talk about innovation in HR Tech, and discuss the eight semi-finalist HR Tech companies and the voting process for the Discovering the Next Great HR Technology Company competition at the HR Technology Conference in October.

    This year a group of industry analysts and experts have selected eight interesting and innovative HR tech companies to be semi-finalists in the Discovering the Next Great HR Technology Company process, and your votes will determine which four of these companies will be named finalists, and present and compete for the award at HR Tech in October.

    Steve and George discuss each of these eight semi-finalists, why each one is interesting and innovative, and share the details of the voting process and how you as a listener of the HR Happy Hour can get involved.

    This is a great time for the HR Technology market, and these eight companies all deserve your time, attention, and your votes as the Next Great HR Technology Company.

    Listen to the show on the show page HERE, or by using the widget player below:

    You can read more about each semi-finalist, watch videos, and register your vote for the four finalists at the HR Technology Conference Insiders Blog HERE.

    And you can register to attend the HR Technology Conference HERE - use code STEVE200 for $200 off your registration.

    Thanks to George, Ben Eubanks, Madeline Laurano, Lance Haun, and the eight semi-finalists for all your help.

    And thanks to HR Happy Hour Show sponsor Virgin Pulsewww.virginpulse.com.

    Subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, or however you get your podcasts.

    Thursday
    Sep072017

    Is HR Tech now mainstream?

    My TV consumption habits are not particularly evolved or high brow. From October through June it is just about 100% NBA basketball, and in the off months and times its mostly a little CNBC during breaks in the day, and Seinfeld reruns, Impractical Jokers, and (in the summer), Big Brother at night. 

    And that is pretty much it. So I miss a lot of the current pop culture references and emerging trends. I have never seen a minute of Game of Thrones for example.

    So that's why just a day or so ago I caught for the first time, (during Seinfeld - the one where George and Jerry get mistaken for a pair of white supremacists), the below TV spot from Glassdoor (embedded below, email and RSS subscribers click through).

    As I said, it was the first time I caught the Glassdoor spot and my initial reaction was 'that's pretty cool'. Not so much for the content of the spot itself, (it is perfectly fine), but for the fact that another HR tech company/solution was running TV commercials. Even in the age of cord cutting, video on demand, streaming, and whatever else is coming next - to me seeing commercial spots for HR Tech on 'regular' TV still seems kind of awesome and validating.

    I know that HR tech commercials on TV is not a new thing, (and I know I have blogged about this before), with companies like Workday, Ultimate Software, Namely, ZipRecruiter and more seeming to run more or less regular ads on the kinds of shows that at least a boring person like me sees. But when I caught the Glassdoor spot for the first time I was kicked back into thinking how just a few years ago we never saw HR tech companies running these kinds of ads in these media. Right after the Glassdoor spot ran there was one for Progressive Insurance and one for Blue Moon beer. 

    And that takes me back to the question/title of the post. Is HR Tech now, (or getting) mainstream. 

    You Mom or Uncle Jeff or the landscaper has almost certainly heard of Progressive and Blue Moon. And have they heard of  Glassdoor (or any other HR tech company) - maybe.

    I don't have any big or profound conclusion or observation to end with other than the my initial one. 

    It's pretty cool to see HR tech commercials on TV. 

    Have to run, #BB19 starts in 10.