Last week, I had the good fortune to be a panelist for an event hosted by Elmhurst College in Elmhurst, Illinois. The roughly two dozen attendees were mostly college career service office professionals who were members of the Chicago Career Professionals Network (CCPN).
The topic of conversation for this meeting was artificial intelligence and the impact it is having and will have on how students and recent graduates find employment. The career service office leaders wanted to know whether the advice they’ve been giving to students for years and sometimes even decades needed to be updated.
John Sumser of HR Examiner delivered the opening presentation after which attendees asked questions of the panelists: Elena Sigacheva, product manager for Entelo; Jason Trotter, human resources business partner for Allstate; and me. Watch the video below to learn:
AI offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole, but also poses some threats.
On December 10, 2018, hundreds of talent acquisition and other human resources leaders gathered in Mountain View, California and remotely via live stream to participate in the College Recruiting Bootcamp on AI, organized by job search site, College Recruiter, and hosted by Google.
Our closing keynote was delivered by John Sumser, Principal Analyst for HRExaminer, an independent analyst firm covering HR technology and the intersection of people, tech, and work.
I’ve seen John deliver many presentations and he’s always calm, cool, and collected. Wouldn’t it be fun if once — just once — his many friends rigged his presentation so that everything went wrong? I’m not envisioning being sadistic to the guy but I am envisioning something like this: (more…)
HR Examiner’s process was primarily automated, admittedly not completely glitch free, and likely free of the inevitable bias that creeps into studies like this when subjective selection criteria are used. John Sumser described his process this way:
Here are the keywords we used as the foundation of the analysis:
“human resources” “human capital”, “human resources” “performance management”, “human resources” development, “human resources” “talent acquisition”, “human resources” “talent management”, “human resources” “workforce planning”, “human resources” recruiting, “human resources” training, “human resources” compensation, “human resources” career, “human resources” “career development”, payroll “human resources”, hr training, hr “workforce planning”, hr “talent management”, hr “human capital”, hr career, hr “career development”, hr “performance management”, payroll hr, payroll benefits, payroll “human resources” staffing, payroll “employment law”, payroll EEOC, hr development, “human resources” “recruitment process outsourcing”, “human resources” “candidate relationship management”, “human resources” “background check”, “human resources” “job references”, hr “talent acquisition”, hr “recruitment process outsourcing”, hr “candidate relationship management”, hr “background check”, hr “job references”
As usual, the only change I made to these computer generated results was to remove my name which came in at number 6. It’s not credible to be included in the results stream even though the process is automated and beyond reproach.
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