Artificial intelligence (AI), sometimes called machine learning or machine intelligence, is in its infancy yet poised to fundamentally change how we work, are educated, and run our businesses. AI is already impacting how leading employers engage with students and recent graduates and then hire and manage them.

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.

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One of the best presenters in the recruiting industry is John Sumser of HR Examiner. He’s a true industry veteran both in his depth and breadth of knowledge and in his willingness to share his knowledge with the rest of us.

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: Continue Reading

Congratulations to Kevin Grossman for being named by HR Examiner as the winner of the Top 25 HR Digital Influencers for 2010. Kevin was one of our primary contacts at HRMarketer.com and is now the Senior Business Consultant and Principal at The Glowan Consulting Group. Kevin has over 23 years of proven marketing communications, business development, employee development, talent management and general management experience working in the human resources and recruiting services industries, high-tech, and higher education. Even more importantly, he’s just a genuinely nice, smart, caring guy.

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.