Digital Talent Profiles and the Blockchain

I'm still unwinding a bit from last week's HR Tech Conference, and one of the things I like to think about after the event is more of a question I suppose. Namely, 'Where there any trends or new technologies that we should have paid more attention to at the event, and should be featured next time?'

About a two or three weeks before the event, a friend of mine contacted me to inquire if we (the Conference), was going to showcase any Blockchain technology, and how this developing tech can or will be used in HR, Talent, or Recruiting. My short answer was 'no', as I had not really seen or heard much on that front in 2017, no one (that I can recall), specifically pitched me any blockchain powered tools to review, and frankly, I only kind of understand what the whole thing is about myself.

For folks who may have no idea what I am talking about, from our pals at Wikipedia on the Blockchain:

A blockchain is a continuously growing list of records, called blocks, which are linked and secured using cryptography.Each block typically contains a hash pointer as a link to a previous block,a timestamp and transaction data. By design, blockchains are inherently resistant to modification of the data. A blockchain can serve as "an open, distributed ledger that can record transactions between two parties efficiently and in a verifiable and permanent way. For use as a distributed ledger, a blockchain is typically managed by a peer-to-peer network collectively adhering to a protocol for validating new blocks. 

This makes blockchains suitable for the recording of events, medical records, and other records management activities, such as identity management,transaction processing, documenting provenance, or food traceability

That doesn't seem too tough to understand, right?

A data repository that is secure, verifiable, can record and store all kinds of data types, and can be widely distributed and shared.

Thinking about it that way, there certainly seems like their would be or could be some applications of this technology in HR and talent technologies.

Before we jump to that, check out this example of how a form of Blockchain is being applied in the Higher Ed space - as a way to electronically distribute and validate student credentials and degrees:

The Massachusetts Institute of Technology is offering some students the option to be awarded tamper-free digital degree certificates when they graduate, in partnership with Learning Machine. Selected students can now choose to download a digital version of their degree certificate to their smartphones when they graduate, in addition to receiving a paper diploma.

Using a free, open-source app called Blockcerts Wallet, students can quickly access a digital diploma that can be shared on social media and verified by employers to ensure its authenticity. The digital credential is protected using block-chain technology. The block chain is a public ledger that offers a secure way of making and recording transactions, and is best known as the underlying technology of digital currency Bitcoin

An interesting application of Blockchain to share and allow the verification of student degrees by employers, banks, and whomever else would need access to a student's degree information.

To jump back to HR/Talent, it makes perfect sense then that a similar Blockchain protected employee talent profile could be created for an individual person that could include not only the degree and academic information like in the MIT example, but also work products, verifiable job histories, certifications and skills assessments, and maybe even things like recommendations and testimonials. And all stored in a secure and distributed way - perhaps a way for a candidate to share their profiles with a number of companies at once without having to go through tedious and repetitive job applications for each one. Or maybe in some kind of talent repository for temp, gig, and contract workers to submit their availability and credentials in talent marketplaces.

There are probably going to be lots more applications of Blockchain in enterprises coming soon, and I will be on the lookout for innovative HR and talent applications for next year's HR Tech.

If you are a provider doing something interesting in this 'Blockchain for HR' space, get in touch, I'd be interested in learning more.

Have a great day!

My HR Technology Conference Top 10 List #HRTechConf

I'm back! 

Sorry (not really sorry), for the dearth of posts the last 10 or 12 days, but the run-up prior, the event itself, and the necessary de-compression from the 20th Annual HR Technology Conference has kept me pretty busy.

But after two decent nights sleep since I have been home, feel finally ready to get back to the blog and later this week, to the HR Happy Hour Show as well.

But I didn't want to move on from  this year's  HR Tech without sharing some thoughts, observations, and most importantly thanks to the people that make HR Tech great, and who I count on every year for insight, guidance, and support.

So in classic David Letterman style, (still the best late night host), here is my Top 10 'Chairman's Top 10 Moments at HR Tech', direct from the home office in Rochester, NY.

Number 10...

#VegasStong. It was great to have at HR Tech back in Las Vegas, our spiritual home, after a quick detour to Chicago in 2016. Of course, the events in Vegas the week prior made the return of the show to Las Vegas even more poignant. Many, many thanks to the HR Tech community for rallying support and donations to the Las Vegas victim's fund, and to LRP Publications  for their generous support. The HR Tech community is a close, supportive, and caring one, and it showed last week for sure.

Number 9...

#ChairmansHappyHour. Thanks to my colleagues, my friends, and my pals at Namely for what was a great birthday party for me and two of my best HR Tech friends. Truly a night I will not forget. Namely are really good people and my little group of Chairman's party people are the best in the industry.

Number 8...

Puppies. The cool folks at HighGround once again brought all the cute to the HR Tech Expo. And I don't care if you think it is a kind of cheap stunt to drive traffic. Puppies are the best. 

Number 7...

Opening keynoter Laszlo Bock. Super impressive person, fantastic content and message in his opening presentation. Met him for the first time in person backstage prior to the session, and he couldn't have been cooler. Look for him on an upcoming HR Happy Hour Show soon.

Number 6...

Closing keynoter Josh Bersin. Man, this guy just delivers. Great information, great insight, and I could have listened for another hour if we had the time. Awesome.

Number 5...

Our revised, revamped, and improved 'Discovering the Next Great HR Technology Company' process. Adding an element of public voting during the summer added an element of suspense and fun, and brining only the four finalists to the Conference made for a better on-site experience. This was one of my top moments of the show. Congrats to our winner Blueboard and many thanks to George Larocque, Madeline Laurano, Ben Eubanks, and Lance Haun for all the help.

Number 4...

The 2nd Annual Women in HR Technology Summit that was held on the Conference's opening day was an incredible event. Building on last year's launch, we had a fantastic set of presentations and panels from an amazing set of leaders in our industry. And once again, we had record interest and attendance for content, sharing, and networking at this event. The Women in HR Tech Summit was the perfect way to launch HR Tech this year, and I look forward to growing and improving the Summit next time. Special thanks go out to opening keynoter Pat Milligan, closing keynoter Christina Van Houten, and to some of the best leaders in HR Tech today - Trish McFarlane, Cecile Alper-Leroux, Gretchen Alarcon, Kirsten Helvey, and Cara Capretta for their unwavering support.

Number 3...

HR Tech is Global. After the show ends, I usually hang around for a bit to talk to attendees, find out what people thought about the event, and take a few deep breaths. One of the consistent things I have found is that many of the people I chat with at the end of the Conference are ones who have come from the longest way to attend. This year I met (and took photos with) people from China, Mexico, Japan, Brazil, and Australia all inside about 20 minutes. Which was awesome. Stay tuned for more HR Tech Conference global events.

Number 2...

Mollie Lombardi. She's probably my hero. She should be yours too. Please go to HR Gives Back and do what you can.

And Number 1...

The HR Tech Community. Seeing everyone in the HR Tech Conference Community all in one place. We had an amazing event for sure. I know most people are too kind to come right up to me at the event and complain, (some do), but in the 5 years I have been the program chair at HR Tech I have not received more positive feedback. I don't take credit for that - there is an incredible team of professionals at LRP that make the event hum, and there is an amazing community of HR leaders, HR tech companies, and industry analysts and press that all contribute to the event.

HR Tech remains the Town Hall Meeting for everyone, whatever the role, who cares about how the combination of people and technology will make workplaces better, help organizations achieve their goals, and make people's work lives better. Only at HR Tech.

Thanks for an amazing Conference and for being a part of this fantastic community.

And make sure to mark your calendar for HR Tech #21 - September 11 - 14, 2018 in Las Vegas.

PODCAST: #HRHappyHour 298 - HR and the Productivity Network

HR Happy Hour 298 - HR and the Productivity Network

Hosts: Steve Boese, Trish McFarlane

Guest: Mike Psenka, President & Founder, Moovila

Listen to the show HERE

This week on the HR Happy Hour Show, Steve and Trish talk with Mike Psenka of Moovila, a technology solution designed to help people work together more effectively. While we all know that email is likely the worst tool for supporting collaboration and execution of important projects and goals, so many organizations continue to resort to email to facilitate how work is done. And the newer generation of enterprise collaboration tools that are 'chat' centric, have the potential to reduce organizational reliance on email, have their own limitations as their unstructured nature makes it hard for people to leverage them to tackle important and complex projects and tasks.

On the show Mike discusses these challenges, and how he and the team at Moovila are taking a different approach to collaboration, execution, transparency, and accountability. By making collaboration more purposeful, the activities and contributions of team members more visible and open, and creating a platform designed to support the real goals and vision of the organization, and not just collaboration for its own sake, Moovila is breaking new ground in the HR and workplace technology market.

Additionally, Steve provided a solid 'I hate email' rant, Trish shared some perspective on the upcoming HR Tech Conference, and we learned the true meaning of the word "Moovila'.

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

Thanks as always to the HR Happy Hour Show sponsor Virgin Pulse, learn more at www.virginpulse.com.

Subscribe to the HR Happy Hour Show wherever you listen to your podcasts - just search for 'HR Happy Hour' to subscribe and never miss a show.

PODCAST: #HRHappyHour 296 - HR Gives Back 2017

HR Happy Hour 296 - HR Gives Back 2017

Hosts: Steve Boese, Trish 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.

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.