Tag Archives: Artificial Intelligence

Buy a Book, Get Free Stuff: Limited Time Only

We interrupt your regularly scheduled programming for this important announcement!

Cover design for the new book

Cover design for the new book

This year I’ve written my first book. It’s coming out in North America on December 28th. Since the publisher decided to push it to the end of the month, it’s not a Christmas present–it’s a “let’s start 2019 off with some really cool insights on HR and how technology is enabling us to create more human workplaces” present.

As with all my writing, there’s a good blend of research, fun stories, and examples to make even a book on technology very interesting and actionable!

Free Bonus AND a Giveaway

To encourage you to grab a copy, I’ll be running a special promo. Anyone that buys a book in the presale period will receive a special shirt to commemorate our collective belief that HR is an essential part of the future of work. We’re working on the design right now but it will be sure to get great comments (and plenty of jealousy) from your HR friends if they don’t get in on the presale.

Additionally, for every copy you buy you will get entered into a drawing to win a Human Capital Institute virtual conference pass ($800 value). Buy two copies, double your chances of winning! :-)

Please note: Amazon and other sellers do not send me presale information as the author, so in order to enter the contest and get your shirt I need you to send a copy of your receipt and your preferred shirt size to ben@upstarthr.com no later than December 30th in order to participate. Shirt orders will be made on 12/30 so we may not be able to accommodate late requests.

Note: If you are ordering a batch of 10 or more books for your HR team, your students, your customers, or a local HR chapter or reading club, please let me know and I can try to help with a bulk order to save you some money through the publisher directly.

Questions? Drop a comment below! Thanks in advance for all of your support and I am looking forward to sharing the book with the world!

Lisa Seacat DeLuca

We’re Only Human 43: IBM Leaders Share How Algorithms and Bias Affect Us

Amber Grewal

Amber Grewal

Recently Amazon announced it had shut down a talent-finding algorithm built by its internal team. Why? Because it was perpetuating bias against women at the tech giant, which is unacceptable in today’s work environment.

With so many bots, algorithms and other tools being used to automate our work and personal lives, it’s important to think about how this affects each of us. Is there bias in the algorithms that drive our decisions? If so, how do we mitigate that?

In today’s episode, Ben talks with two IBM leaders with diverse perspectives on AI, bias, and more. Lisa Seacat DeLuca and Amber Grewal both join the show to talk about how they see AI benefiting the workplace but also how to watch for bias and prevent it from creeping into the finished product.

Lisa Seacat DeLuca

Lisa Seacat DeLuca

To learn more, be sure to check out the following resources from IBM:

Website: https://www.ibm.com/talent-management
Twitter: @IBMWatsonTalent 
LinkedIn: https://www.linkedin.com/showcase/watsontalent

Links to the references made by Lisa and Amber on the podcast:

hr executive ai changing hr

How AI is Changing HR for the Better

Last week I was one of several thousand people that attended the 2018 HR Technology Conference and Expo in Las Vegas. I had the opportunity to share about my take on the HR Technology landscape as it pertains to AI and automation technology that is affecting recruiting, talent management, core HR, and more.

In the video below, I answer a few key questions about how AI is driving value for employers that leverage it to solve HR and people-related challenges. This is from my upcoming book (now available for presale!) on Artificial Intelligence for HR. It’s a very practical look at where HR is today and how technology can enable us to FINALLY be strategic in ways we’ve always dreamed of by automating some of the simpler, transactional components and “grunt work” that we all have to do on a daily basis.

Plus, I grew a mini beard for HR Tech this year. Enjoy. :-)

Continue reading

money pay gap

Can Artificial Intelligence Solve the Pay Gap Problem?

Note: if this concept interests you then you definitely need to click here and sign up to get a heads up when my new book is coming out later this year. In the book I tell dozens of similar stories along with leveraging research and examples of AI technology to support HR, recruiting, and talent. It’s written in my usual, down-to-earth style and will introduce you to a wide variety of use cases, vendors in the HR tech space that are doing interesting work with AI, algorithms, machine learning, and more. Learn more: http://AIHRBook.com

money pay gapPay parity is all about ensuring that women and men earn the same pay for the same work, yet the gender pay gap is still alive and well. Sources vary but one estimate put it at 11% back in 2016 (source). For every dollar a man earns, a woman earns 89 cents. But can an artificially intelligent system that makes decisions without bias or regard for someone’s gender solve this problem? For example, if you could design a system that schedules work shifts and pay rates based on a blind algorithm that does not factor gender into the decision, you would logically expect to find that men and women earn the same in such a system, correct?

But what if I told you this isn’t the case? Continue reading

skills future proof

Future-Proofing Your Skills for an Automated Workplace

In a recent interview, I heard motivational speaker Jon Acuff tell the interviewer that he sincerely hopes that nobody looks for their dream job as their first “real” job. Instead, he explained, that first job is there primarily to teach someone how to have a job.

skills future proofHow to deal with people. How to handle pressure. How to solve problems.

Those and other similar soft skills will be increasingly important as the workplace sees increasing automation through artificial intelligence and robotics. Continue reading

perspectives ultimate

#UltiConnect 2018: AI Means HR Can Be More Human

 

perspectives ultimateThis week I spent some time at the Ultimate Connections conference in Las Vegas with the team from Ultimate Software (Twitter stream here). There were tons of product updates and great sessions, but one of the biggest takeaways for me was around AI and what it takes to build a great workplace.

During a recent event I was speaking with someone and she mentioned Ultimate Software. I said I knew the company, and her response shocked me. She said, “I wish I could…” And my brain jumped to the conclusion: “I wish I could get that software.”

However, her response was something else! She said, “I wish I could work there.” That, in a nutshell, embodies what Ultimate is all about. The firm is known within the HR community as a great place to work, has won virtually every award you’ve ever heard of (and probably some you haven’t), and has some pretty astounding Glassdoor reviews. Continue reading

Artificial Intelligence for HR (a practical viewpoint!)

Cover design for the new book

Cover design for the new book

I’m in the middle of writing a book. Yes, a BOOK! I’m having fun and writing a ton, but I’m also looking for a little help. See, I need some examples from vendors and employers to help me fill in a few case studies and would love to feature you in the book if you’re a fit for my requirements. If you want to be notified about the book, please make sure you subscribe for updates to the blog.

The survey below is open to anyone and I would appreciate it if you would respond. This goes doubly for anyone looking to be highlighted (vendor or practitioner) in the book. 

Please take our 1-minute survey

  • Vendors: I’m looking for any HR, recruiting, talent, or learning software companies that are using machine learning, natural language processing, deep learning, etc. in their products for purposes of automation or augmentation. I need examples across the spectrum so while I know talent acquisition is going to be heavily represented (and that’s fine) I would also like to talk with those serving talent management, workforce management, learning management, and other HR audiences.
  • Practitioners: I’m looking for companies USING these kinds of software tools. Is your recruiting tool doing automated sourcing for you? Is your workforce scheduling tool automatically offering shifts and reducing the hands-on work your team is doing? Maybe your talent management system is giving you red flags on which of your high-value workers are in danger of leaving the company? Is your learning tool recommending highly personalized content for workers based on what their peers are consuming? If you’re using a modern piece of HR technology, there’s a chance you are seeing some of these benefits. I’d love to feature you in the book whether as a small segment in a chapter, a case study, etc. Lots of opportunities to highlight the great work you’re doing as an HR leader!

Click here if you are interested in participating and I will be in touch soon. Thanks so much!

Why write a book about artificial intelligence in human resources?

I’ve had a few people ask me why this topic. In truth, I see it as a public service. So much of what I read (and you probably, too) around how AI will impact human resources is written by the following types of people:

  • People who have never worked in HR
  • People who want attention by latching onto a “hot” topic

The problem is that very few of these pieces I’m seeing actually talk about solving problems. Instead they talk about theory or high-level impact, which doesn’t help you do your job any better. I’m trying to bring a highly practical perspective to the topic, which is why I’m looking for company stories and examples to weave into the content. I will have to give a basic primer on AI and how it works, but that’s just to get everyone to a basic level of understanding. The vast majority of the book content will be focusing on ACTUAL problems HR can solve across performance, learning, and recruiting.

Plus it’s my chance to write a book for a traditional publisher. I’ve published a Kindle book but have not had this chance previously, so I’ll be sharing the experience and what I think about the process. Look for me to talk more about this topic as the year goes on!