AI 4 HR! Understanding the most Misunderstood Concept in HR!

Jeanne Meister, Forbes 2020 Workplace Columnist, and HR executive brought together this incredible team of great HR pros/minds and developed an entire curriculum around using Artificial Intelligence (AI) in every single aspect of HR! What Jeanne and the team know is that AI is currently the most misunderstood concept in human resources, but it has the ability to become the biggest advantage to HR leaders and pros over anything we’ve ever seen! 

AI 4 HR is the one of its kind 5-week online course that will share the fundamentals of artificial intelligence and how 12 HR experts are using AI to completely re-imagine the employee experience. The course showcases specific use cases of how AI can and is already being used across HR for good in:

  • Talent Acquisition
  • Employee Onboarding
  • Internal Talent Mobility (my #1 trend for 2020!) 
  • Learning and career development
  • Performance Management (the single thing every manager needs!) 
  • Coaching

So, yeah, it’s an online, self-paced course of five modules that utilizes great video content from real HR pros/leaders from: IBM, Cisco, TIAA, Davita, GE, Schneider Electric, Hilton, Brigham Women’s Hospital, and more! So, pretty much every industry is represented with real-world case studies and actions. Jeanne made sure to get the SHRM/HRCI credits for you – 8 hours worth! 

What I like about the design of this course is that it goes live on January 20 and runs through February 21. One new module released each week for five weeks. This kind of forces us to be a bit more ‘self-directed’ in getting the content done, unlike other self-directed courses. If you miss a week, you can definitely go back and catch up, but I like that the design of AI 4 HR is set up to get all of us to get it done in a timely way! 

So, what’s the catch! 

It does cost money. Turns out all good things do! The full fee for the course is currently $499  (about half that of one national conference) and if you use the super-secret Tim Sackett code: AINOW – you’ll get $100 off at registration making it $399 (when you check out, go to “Show Order Summary” and you can input the code!). 

It’s a super deal for the content and learning around AI, and for the SHRM/HRCI credits. Go check out the site! I love that you’re hearing from actual real HR people who are using the tech and how they are using it, and not vendors, etc. There’s a big difference between what really happens in our organizations versus what vendors are telling us will happen, many times. 

Register Today! 

For those who go through this, please come back and comment and let the rest of the group know what you thought! I’m impressed with what is being presented, but I would love to get some feedback from others as well! 

Are Employees Really Upset Over Being Replaced By Robots?

I think we all want to believe that our employees are freaking out that one day their job, in the near future, will be replaced by a robot. It’s all you hear right now in our space! “A.I. will be taking over 97% of jobs by next week!”

The reality is our employees are not afraid of their job being taken by a robot. But they are afraid!

Turns out, our employees are more afraid of their job being taken by another employee, not a robot! A new study by the Technical University of Munich has shown that our employees are actually more afraid of other people taking their jobs, then by A.I.

The study shows: In principle, most people view it more favorably when workers are replaced by other people than by robots or intelligent software. This preference reverses, however, when it refers to people’s own jobs. When that is the case, the majority of workers find it less upsetting to see their own jobs go to robots than to other employees…

People tend to compare themselves less with machines than with other people. Consequently, being replaced by a robot or software poses less of a threat to their feeling of self-worth. This reduced self-threat could even be observed when participants assumed that they were being replaced by other employees who relied on technological abilities such as artificial intelligence in their work.

Turns out, it’s a huge punch to our gut to be replaced by another human since we compare ourselves to being equal, or better, to other humans, but we can comprehend that technology, like A.I., is actually better than ourselves at many tasks.

“The robot can definitely do parts of my job better than me, but g*d damn it, Mark can not!” 

It makes sense, for the most part, we all have fairly fragile egos. It’s hard for us to comprehend that our employer would replace us with another person because that means we probably suck at our job, or at least, our employer thinks we suck. If I’m replaced by a machine I can rationalize that away. If I’m replaced by another person, that’s a hard one to explain to family and friends.

It’s definitely something to keep in mind as we transition many tasks over to the robots. I think from an organizational behavior standpoint we are very concerned about what our employees will think, but the reality is they’ll probably have less issue with it than if we were shopping their jobs offshore to people who will do it cheaper but are real!

The Future of Work, is More Work!

I’m sure you’ve read an article or listened to a podcast in recent weeks that had something to do with “the future of work”. It’s a hot topic to talk about, primarily because it’s all just a big fat guess and the best content is content where I just get to tell what I think will happen, but really have no idea for sure.

When I take a look at the HR technology landscape and see the tech that is hitting the market around work and performance, I think the future of work is actually just more work!

When I say ‘more’ work I really mean “More” work! Much of the technology that is being created and launched around HR Technology falls into a few buckets:

  1. How can we make workers more efficient at what they are currently doing?
  2. How can we monitor workers on what they are doing (tracking)?
  3. How can we leverage A.I. to do certain tasks workers are doing right now?

Don’t get me wrong, the technology doesn’t scare me in the least, I think it’s amazing, but the reality is much of it is designed to help us humans reach our full potential. If my couple of decades in HR has taught me anything it’s that very few of us humans want to reach our full potential!

Reaching your full potential means you are working really hard!

I have a great story about working in a union job the summer I first got out of high school. My Dad got me the job working in a grocery warehouse picking orders to be delivered to supermarkets. The warehouse just implemented a new software system that tracked the productivity of each worker.

Basically, I would be given an order and the system had estimated how long that order should take for me to complete. If the order was complex I got more time, it is was simply pulling a full pallet of one type of item, I might only get ten minutes or so to complete, some orders were estimated to take 75+ minutes to complete.

The union had negotiated that I only had to work 77% of the time. Yes, you read that correctly! If you added up all of my order minutes, in theory, to keep my job, I had to be 77% efficient. So, in an eight-hour shift of 480 minutes, once I reached my 369.6 minutes of work, I could actually just stop. In fact, I was encouraged very strongly by my union brothers to stop at the exact point!

Now the “new” computer system didn’t account for extra effort. So, if I had an order that was supposed to take 60 minutes, but I worked really hard and completed it in 45 minutes, I just earned myself an extra 15 minutes. By the end of the summer, I was efficient enough in getting orders completed that I spent about three hours a shift playing cards with my union brothers in the back of the warehouse until my shift was done!

The new HR Technology that is in play right now, based on AI and machine learning, would have made these corrections individually within a few shifts, knowing I could do that work more efficiently than another person and soon my orders would have been adjusted. The technology would have ensured that my ‘extra’ effort turned into my normal effort.

We already know that my warehouse work will be replaced by robots, so my example is already dated. But what about that office job? Will a robot replace you? No, not right away, we are a ways off from that, but that same AI/Machine learning technology will track and measure everything you do and soon you will feel as busy as ever, because ‘down time’ is unproductive time and the tech can compute that!

The future of work is more work.

 

The Rise of the Super Star Employee

Artificial Intelligence is changing the future of work, but there’s one thing that AI won’t be able to do. AI will not be able to create more ‘geniuses’.

A recent study by MIT professors found that as the digital versions of labor grow and will continue to grow, and labor will be able to reproduced cheaply in a number of industries and positions, but the one thing that can’t be duplicated by digital technologies are genius employees. Those employees who are your truly lift your organization to another level.

We all know those rare superstar employees. The one person who has built a product for your organization that will be the future of what you do. The one person who sells 40%+ more than any other person on your team, consistently, year after year. The one person on your team that consistently attracts A players to your team and great talent from other organizations want to work for.

These aren’t your 20/80 employees. 20% of your employees do 80% of the work. These are your employees who are above that. They would rank as your number one employee out of that top 20%. These are the employees that if you had an employee draft on who starts a new company, these folks would always be number one pics.

Our reality as HR leaders, TA leaders, organizational leaders is we will have to start focusing on how do we keep and attract superstar employees. Right now we really work to fill roles with solid hires. Basically, that’s the goal. With the rise of AI-driven automation of transactional work, it will be critical for us to hire a few superstars, more than a bunch of rank and file.

I have a feeling the future of TA team design will have a component of superstar recruiting. In college athletics, the superstar recruit is a 5-star kid. There are very few 5 stars. If you get one, you hit a grand slam in recruiting. Very few schools get 5-star kids. Most schools will be fighting for 3-star and 2-star kids.

I had a feeling that Sourcing automation was going to kill sourcing as a function, but I now see this design where really high-level sourcers will continue to have a very valuable role in finding not just ‘a’ person to fill a position, but finding ‘the’ person to fill a position. Where it will be the job of a part of the TA team to discover who are truly the superstars in certain skill sets across an industry and then work to attract those few potential 5-star employees.

AI will take away a big subset of work that can be easily automated. It won’t be able to take away genius-level, superstar work because those individuals create the future and make things work that aren’t working. They solve unsolvable problems. They predict the unpredictable. You need them more than most of your other employees.

The future of TA is your ability to find, attract and hire superstars. Not everyone will get one. Some will get more than one. The real value of great TA in the world of AI is your ability to hire 5-stars.

Your Weekly Dose of HR Tech: Pocket Recruiter (@pkrecruiter)

Today on The Weekly Dose I review the recruiting technology, Pocket Recruiter. Pocket Recruiter drastically reduces the time it takes to screen, source and evaluate candidates, helping recruiters achieve a higher interview to placement ratio. 

Pocket Recruiter is one of these new recruiting technologies built around the concepts of Machine Learning and A.I. Basically, it integrates with your ATS and will automatically scrap every new job (or you can manually put in jobs as well) and then it will go out and source candidates for each job you have from both your internal database and external data as well.

Where Pocket Recruiter stands out is it’s ability to match candidates to your job, and it’s ability to learn and get better. The recruiter gets a list of matching candidates that are scored out and ranked based on, pattern recognition, the internal algorithm, etc.

Your recruiter gets a shortlist within minutes to go out and start connecting. Organizations are seeing savings of up to 60% in time to source and screen, because most of the heavily lifting of sourcing is done, and the matches are of higher quality, so you’ll need less screens. They are also seeing improvements of 90% from resume submitted to the hiring manager to request for interview. So, the quality is definitely improving.

What do I like about Pocket Recruiter:

  • Your recruiters can override the algorithm within Pocket Recruiter to bring back different results almost immediately, if something isn’t coming through like it should. This might seem small, but it’s huge as we that recruit usually quite a bit more than the algorithm in terms of what we are looking for.
  • You can add your internal employees into the mix, making Pocket Recruiter a great tool for internal mobility.
  • The Performance Metrics might be one of the best I’ve seen in any recruiting tool, as it basically replicates your recruiting funnel for you on each individual recruiter. So, not only are you finding talent faster, but you also now have this great performance management tool for your team. I also loved the ROI tool built into Pocket Recruiter.

For me, technologies like Pocket Recruiter are the future of recruitment and how I see A.I. having the biggest early impact to how recruiting evolves in the near future. Pocket Recruiter ensures you are utilizing all of your candidates to the fullest, and it speeds up the entire process to get to hires quicker. Well worth a demo!


The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Your Weekly Dose of HR Tech: @EmployUsApp – Referral Automation

Today on The Weekly Dose I take a look at the candidate referral automation platform EmployUs. I actually first told you about EmployUs about four years ago when they just launched, but since then they’ve improved their tech and added a bunch of stuff, so I wanted to give you a second look! 

You guys already know I’m in love with candidate referral automation. In my experience of looking at every kind of HR and TA Technology I believe it has the single highest ROI of any tech on the market, and let still relatively few organizations actually use it as part of their TA Tech stack.

EmployUS took candidate referral technology one more step and actually allows you to use it both internally and externally with your organization. Clearly we love using this tech with our employees to get more of their referrals, but what if we could also use it outside our organization to gain more referrals as well? EmployUs allows you to do that, if you choose.

What I like about EmployUs:

  • They jumped into the chatbot/AI world to help those referring candidates make it much easier and faster, and through the use of SMS they’ve actually made is super simple for hourly workers to now refer candidates in seconds! Always a draw back to traditional referral software.
  • The automation aspect truly helps make the referral process simple for your internal employees who might not be thinking of this all day, every day, but once they do decide, you need it to self-sufficient and fast.
  • Tailored email and texting campaigns so you can target parts of your organization for specific referrals.
  • A dashboard that tracks and automates payouts based on the rules you build, that also gives you the gamification aspect of internal scoreboards to keep your referral program top of mind all the time.

Here’s what we know. Most of our top hires come from referrals. Our most inexpensive hires come from referrals. Almost all of us would say we need more referrals in our hiring process.

Then we watch our old, tired, analog referral program deliver the exact same results year in and year out, and we do nothing to change it. Go demo EmployUs and take a look at what your candidate referral program should look like.


The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Does This Sweater Make Me Look Fat?

I’ve got a bit of a problem.

I love buying new clothes, jackets, and shoes. You see, I’m kind of built like a fire hydrant. Picture a fire hydrant in your mind right now. Not very sexy is it!

So, I compensate, not by eating a great diet and working out constantly! Hell, no! That’s really hard work. I compensate by buying more clothes that I think will make me look skinnier than I really am!

Do you do this?

We do this in HR and Talent Acquisition all the time!

Just replace ‘clothes’ with ‘technology’. Yeah, we suck at HR, so instead of going out and fixing our foundational issues, let’s go buy a new pretty technology to cover up all of this fat, err incompetence!

Yeah, baby, with this new shiny technology no one will ever suspect we really suck as bad as we do!

The new stuff we buy screws with our heads. Every new shirt and sports coat I buy, I look at myself, and go “oh yeah! you’re going to look so awesome when you wear this!” Then I get on stage and someone tags me in a picture and I want to starve myself for a year!

Buying new stuff to make us look better than we are is the biggest lie we tell ourselves, ever.

So, before you go buy that new technology to fix all of your problems of why you suck at HR or TA, you have to know one truth. That truth is technology doesn’t fix why you suck. If you suck, great technology will make you suck faster. Bad technology will still make you suck, you just won’t be as fast as sucking!

Just like clothes won’t make me skinnier, new technology won’t make your function perform better.


 

The Talent Fix – My new book is now available to purchase! If your organization is having trouble hiring, this is a must buy! 

Talent Fix Review: My mom says it’s her favorite book that I’ve written!!! (I’ve only written one book!)

Purchase The Talent Fix now! 

Your Weekly Dose of HR Tech: The Return of Disco! @trydisco

Today, Disco launches an AI-based communication platform that enables workers to recognize fellow employees as they work by giving them kudos and micro-feedback on their tasks and efforts. Disco helps companies motivate the 68% of disengaged employees, while also rewarding those who are contributing to a positive company culture.
Designed to enable micro-feedback interactions throughout the normal course of daily business, Disco uses a combination of keywords, AI and natural language processing (NLP) to make it easy for employees to give and receive recognition.
Disco aggregates recognition data like task- and behavior-specific props, kudos, and thanks to consumable reports for company leaders. The data is then used to facilitate more meaningful and friendly communications, to drive high-visibility recognition, and to supplement performance reviews with peer-based micro-feedback. The outcome is that business leaders are better able to craft and
cultivate the company culture through a better understanding of their employees.
So, what’s is Disco really? 
– Disco is an easy-to-use, AI-based, NLP conversational UX for Slack and Microsoft Teams, with more communications platforms coming soon.
– Disco is the brand relaunch of Growbot. Basically, it’s an appreciation and engagement mechanism employees use within Slack to recognize and reward each other.
– Already over 20,000 organizations are using Disco because of its ease of use within Slack and Microsoft Teams.
– Your cultural data rolls up into a powerful dashboard and gives you actionable insights tied to sentiment, goals, and productivity.
If your organization and your employees use Slack or Microsoft Teams, Disco is definitely something you want to check to help you drive higher levels of engagement and appreciation. It super easy to begin using and fairly inexpensive, and really becomes an addictive part of how your organization communicates with each other. Go check them out.

The Weekly Dose of HR Technology – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some of the great HR and TA technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on the Weekly Dose – just send me a note – timsackett@comcast.net

LinkedIn’s Global Recruiting Trends 2018

Each year, over the past few years, I look forward to reviewing LinkedIn’s annual Recruiting Trends report. The 2018 version is no different! It’s sixty pages of insight and case studies and really digs into the hottest trends in recruiting we are all facing. It’s definitely something every TA pro and leader should read.

One reason I like this report is that the data comes from over 8,000 TA pros from an almost perfect cross-section of small, medium, large and enterprise-sized organizations. This is rare. Usually, these types of reports are all enterprise-focused, but LinkedIn works to get each segment to be a quarter of the respondents.

LinkedIn found four main trends across all sized organizations in Recruiting:

  1. Diversity, Inclusion, and Belonging.
  2. Interviewing
  3. Data Analytics
  4. Artificial Intelligence

At first glance, this doesn’t seem very surprising. I don’t think any of us could have thought Diversity could have gotten bigger as a trend, but when you have a current political climate in America like we have, well, diversity has never been more important. Interviewing as a trend seems strange, and it makes me think there’s probably something LI is pushing from a product standpoint. The LI data shows interviewing is a trend because of how it’s evolving in selection.

Data and A.I. are also things that also seem to be solid trends that most TA pros are in the midst of trying to figure out. A.I. is an easy one, it was huge in 2017 and it’s not going away. Data was giant in 2015-16, and every HR tech vendor became a ‘data’ company, but the fact remains most TA leaders and pros still struggle to get their arms around this and the LI data shows this as well.

I read the entire report and took away two really cool ideas:

Diversity and Inclusion are giving way to ‘belonging’. It doesn’t matter that you hired more women or more of whatever it is you needed to look like a United Colors of Benetton ad. If those you hired don’t feel like a part of the organization, you’ll never keep them anyway. 

This level of diversity is really hard. It’s actually easy to check boxes and get to a point where you’ll look politically correct as it relates to the diversity of your employees. It’s super hard to get to a point where people feel like they truly belong. Like they’re home. The LI report gives some great case studies on how organizations are doing this.

TA uses of data are fairly robust, and nowhere to be found where those uses concerned with Days to Fill! (see picture below)

 

#1 – Increase Retention

I’ll scream this from the mountain tops until the day I die! Employee Retention should be owned by Talent Acquisition. HR doesn’t care! If someone leaves, HR processes some paperwork. The real work of replacing that employee falls on TA. HR has no vested interested, in most organizations, to retain employees. TA always does.

The easiest hire TA will ever make is the one they don’t have to make because a good employee didn’t leave.

It’s rare that an organization would place the entire bonus goal on HR around employee retention. If they did, you would see a cultural change that is incredibly positive in terms of how HR works to keep employees. The organizations that have the foresight to do this have really strong cultures.

I love that LI was able to show TA pros and leaders from every size of organization view Retention as the top use of data. It shows that TA pros are understanding the importance of data analytics a very high level. It also shows a major trend that LI kind of skimmed over. In 2018, Retention of talent is critical for organizations. It’s not sexy to report on, but it’s a fact.

Go download the report and check it out!