Hosts Stacey Harris and John Sumser discuss important bulletin and topics in recruiting and HR technology. Listen live every Thursday or catch up on full escapades with transcriptions here.
HR Tech Weekly Episode: 236 Air Date: September 26, 2019
This Week
A speedy discussed on John’s Third Annual AI in HR Tech Report and Stacey’s Sierra-Cedar Annual Systems Survey, Checkr, neuvoo, Job Boards, Data Dignity, GDPR, Microsoft, Google, Jaron Lanier, Hawaii, and the upcoming HR Tech Conference.
Stacey and John discuess the final suggestions of their annual AI and Organisation Survey reports that they’ll be launching at HR Tech next week. Checkr Gasolines Platform Development and International Expansion With New Round of Funding Link >> CDPQ gives $53 M in neuvoo Link >> Microsoft’s brand-new’ Data Dignity’ squad could help users control their personal data Link >> Google prevails fighting to curtail right-to-be-forgotten ruling to EU search engines Link >> Jaron Lanier Fixes The Internet Link >> The Upcoming HR Tech Conference in Las Vegas next Week Link >> Topics: John’s Third Annual AI in HR Tech Report and Stacey’s Sierra-Cedar Annual Organisations Survey, Checkr, neuvoo, Job Boards, Data Dignity, GDPR, Microsoft, Google, Jaron Lanier, Hawaii, and the upcoming HR Tech Conference.
Other News this Week
Revelo promotes $15 m Lines B to help companies source and screen insight works in LatAm Link >> Google contractors in Pittsburgh vote to unionize Link >> When Amy Errett started Madison Reed in 2013, she was looking to disrupt the $46 billion whisker color Link >>
About HR Tech Weekly
Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific- 10 AM Eastern, or catch up on full incidents with transcriptions here.
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Transcript
Important: Our transcripts at HRExaminer are AI-powered( and somewhat accurate) but there are still instances where the robots get mystified( or unusually flustered) and draw flaws. Please expect some inaccuracies as you read through the text of this conversation and let us know if you find something wrong and we’ll get it sterilized right off. Thank you for your understanding.
SPEAKERS John Sumser Stacey Harris
FULL TRANSCRIPT
2019-09-26-HR-Tech-Weekly-Ep-236-with-John-Sumser-and-Stacey-Harris-Final
[ 00:00: 15] John Sumser Good morning, and therefore welcomed HR Tech Weekly One Step Closer with Stacey Harris and John Sumser. Hi Stacey back from Hawaii? [00:00:22] Stacey Harris:[ 00:00: 22] I am good morning, John. Yes, I am back in North Carolina. But in the week educating now after my very short, but very nice trip to see my lad in Hawaii. I am preparing for our large-scale HR technology forum phenomenon next week both you and I have lunch is of our two big report next week. [00:00:39] That’s what I’ve been doing all week. And you’ve been home as well. Right? You’re not moving this week. You’re doing the same thing but in the polishing strokes on your efforts, right? [00:00:46] John Sumser:[ 00:00: 46] Yeah. Yeah, something like that or or sweating out the deadlines. Are we closer [00:00:53] Stacey Harris:[ 00:00: 53] to the answer? [00:00:58] John Sumser:[ 00:00: 58] But it doesn’t captivate the bloodshot looks part of it. [00:01:02] Stacey Harris:[ 00:01: 02] So it’s 2 a.m. In the morning trying to figure out you know, which typos. Are you going to focus on versus not? Yeah. [00:01:11] John Sumser:[ 00:01: 11] Yeah, but my report is is it’s in production. I participated a sketch a sketch finish mimic of it the other day. I should read the whole thing maybe tomorrow. [00:01:23] And I’m doing three different presents are these designer and looking forward to seeing lots of Old Friends? Could be a [00:01:30] Stacey Harris:[ 00:01: 30] busy week three gives on next week John just as [00:01:34] John Sumser:[ 00:01: 34] well. So it’s cool. It’s actually very cool. The first one is an orientation to the coverage and and I do this every year. [00:01:42] It’s what is HR Tech. What are we doing here? And there are this year there are a hundred and forty five different sections that you could go to. And if you look at the schedule very closely. The authorities have six open hours of session time. So “youre seeing”, you are aware, five six seven percentage of its present session that are there and you have to choose and there are I envision 475 marketers of the vendor for including 72 in the startup Pavilion. [00:02:16] And guess what? You can’t talk to them. All right. So the orientation is about helping people deal with the volume of opportunity and perform rational strategic choices about what the hell is do and along the way there’s a teeny bit of talk about Ai and the current trends in side of service industries so that you get a sense of what you’re seeing out of the support for so it’s that’s the first one the second one is. [00:02:44] An intro to AI which is where we talk about what we learned in this year’s study and report. So Basics simples of a RI and then what’s it actually look like today? And then the last one I adore doing this one. It’s a showcase and we pick for marketers who represent the extremes of what’s possible with with AI and they are so if you imagine there’s a there’s a matrix and. [00:03:13] Matrix the vertical axis is focus. So it disappears from sweeteneds to object Mixtures and the horizontal axis is data and it extends from monitoring the manager and we have somebody at each one of the areas of that of that thing. So at the top we’ve got Ultimate Software where they’re sweet and they’re AI everywhere tool. [00:03:36] At the monitoring and we’ve got teens Corp, which is a trouble spot mapping tool for looking at communications and get troubles before they been transformed into problems at the bottom. We’ve got Shaker International and their virtual enterprise tryouts and Big Data project and at the far end we’ve got troop Talent, which is a data management operation that too does some gimmicks. [00:04:03] And so those are the extremes of what’s possible and its present session has each one of those companies make a very short demo followed by some Hardball questions for me and then and then as a group we’re going to take on the topic for the last 10 minutes of the hour, so. That’s [00:04:21] Stacey Harris:[ 00:04: 21] a conversation. Yeah , no. [00:04:23] No that will be a full week of talking about what’s happening in the industry as a whole. So really fascinating. So people should definitely sign on for it. If they haven’t already in the various seminars like and then on top of it, I think you said you have 20 second remember right? Demos. I know I’ve got I consider II had counted more. [00:04:40] But after you start telling me how many you had I reflect I’m in a variety of. 25 or 27 right now. I have to actually going to be home and get the number but we’re at similar numbers as far as the number of demos mine. I try and deter to half an hour. It’s kind of like acceleration dating stating on HR technology merchant cavity for for most of us. [00:05:01] John Sumser:[ 00:05: 01] I had to say no a lot more this year than I’ve had to in the past and and so is so there are a bunch of companies that I’m going to talk to after the conference and that’s that’s mainly because getting to know somebody for the first time in that specifying is challenging for me. I see I think you might you might feel the same about it. [00:05:22] And so HR Tech genuinely extends into October November with the follow on exchanges that you can’t get to. Because there’s only so much actually [00:05:32] Stacey Harris:[ 00:05: 32] go around last year because I spread out a lot of my demos and a lot of them. We want to get in front of doing the the survey remapping work that we do every year when we were when we serve rethinking any questions we want to change. [00:05:43] So I generally end up last year’s having additional briefs that came out of sort of not get them into HR check all the way into March of last year. I’ll probably do the same thing again this year. It’s it I think to your point. It’s really hard to know though. No, you’re seeing so many faces. [00:05:58] And so many people at these events that if you meet them for the first time at this event, it’s hard to remember what they’re talking about and the topics where there were this now we tend to find that it wastes a little bit more time value If you’re sort of talking to someone who you already know. [00:06:13] Getting a better sense of where they’re at. And then getting a little bit more time on a virtual demo often about an hour instead of the half hour that this is the only way commit everyone at HR tax. Oh, yeah. It is a whirlwind. There is no doubt about it. So what we’ll be doing our special no berth HR technology forum radio is demonstrating that Friday instead of our regular Thursday next week. [00:06:32] So everybody is sort of prepare and listen if you miss an update on what’s happening at HR. Check Joe and I will do it. I think it’s Friday morning I same meter but will be on the flooring next week, right? [00:06:41] John Sumser:[ 00:06: 41] That’s right. Yeah, I have it at nine. It’s an hour later. [00:06:45] Stacey Harris:[ 00:06: 45] All right. Okay. There you go night and morning Friday the for listening you’ll are talking about all the exciting things that have happened at the HR technology discussion. [00:06:53] If you were not able to attend and all the updates that will share with you. It’s also been a busy week for exactly the technology front this week John and some of it better than others. I ever like to look at the in the various notices. Every year brand-new produces that are being officially launched at a tear Tech this year. [00:07:11] It looks like it should be about 80 brand-new concoctions will probably will talk a little about some of those next week. But we also have some Speculation that came out this week some pretty big Investments. We I don’t know if we’ll waste a little time talking about each of them but Checker oils platform got a hundred and sixty million dollar investment from tiro expenditure the coming week I have wow, that’s that’s when you spawn your Assets we’ve take this year. [00:07:33] They are a background checking work platform tool technology. Depending on what you want to call it and talk a little bit about they’re planning to do with that CD PQ invest fifty three million in not sure if I’m saying this correct New View new boot and euv. Oh, oh, they are job site out of the Canadian market and that’s a pretty big chunk of change for a undertaking place at this degree, but it’s still we’re still visualize Speculations there. [00:07:54] And then in the Latin American Market ravello, develop 15 million lines B to help companies source and screen again knowledge employees to another sort of job board type of organization, but focused in the state of. South America Latin America market, so lots of investment still happening the coming week. [00:08:11] But we also I see have a couple of topics that probably are of a big interest into the bigger HR technology conversation Microsoft startle a new data dignity team to help control their personal data. This is being foreman up by the ctOS office Chief technology. And that is something that, you know is interesting part of I speculate their data privacy, but it’s also part of their sort of Ethics conversation. [00:08:35] But daylight to honour. This is the first time I’ve heard that special call application I’d be interested in your thoughts for purposes of determining whether that merely another reputation for the same thing or not. We’re too seeing that Google won a fight did week to curtail the right to be forgotten ruling to the EU search engines simply. [00:08:50] I’m not exactly sure what that signifies. There’s some details in now that have deal with sort of where many things begin and dissolve is. As the European market, but that was the first time we’re attend lots of GDP are litigations and gossips taking place against Google. This is one of the firstly acquires they’ve had in that base. [00:09:07] That’s probably worth it mentioning. At the same time Google continuing to struggle had a contractor a group of of Technology contractors in Pittsburgh boat to unionize and we’ve seen you in ization of the other Tech basis, but this one I thought was sort of interesting because it was contract laborers in a Google environment. [00:09:24] So probably at worth a discourse talk about, you know, are we starting to see this group up in the technology space or is this just a matter of. Sort of where the site was at and the type of organization they’re dealing with and if we have a little bit of time there was a huge story this week in Fast Company that I thought was quite interesting first time. [00:09:40] I’d seen an organization sort of do a big write-up on the peo professional employer society. Noting that it’s one of the fastest-growing business models in the market and we’ve only talked a great deal about that area much and so it’s worth having a mention because they do a lot of not only sort of exactly hiring and all of the details for very small. [00:10:00] For their HR environment. Also a lot of the technology decisions is very small companies to so lots of very interesting stuff going on even though we’re heading into probably the busiest HR Tech week of its first year next week. So what do you think Jenny of these topics of. [00:10:12] John Sumser:[ 00:10: 12] Oh the hell are they everyone is I think that a hundred and sixty million dollars of investment going into Checker. [00:10:22] This is a background checking busines. It’s just cleanse company and [00:10:28] Stacey Harris:[ 00:10: 28] you’re not speechless on this one, right, [00:10:33] John Sumser:[ 00:10: 33] you are aware. It’d be really interesting to understand what they’re doing with that kind of money and it’s legitimate and it’s legitimate investors and they’ve already caused a hundred fifty billion dollars shows three hundred million dollars. Into a background checking corporation. This is not the same as background checking in the past and I don’t know anything at all about chapter, but I’m just sort of gobsmacked by the idea of that a background checking fellowship would be worth a couple of billion dollars, which is something that the investment makes. [00:11:11] And they claim to be increasing bias in the hiring process. Oh, oh here’s this is a good one. They continue they will continuously monitor you after you’ve been hired to make sure that you’re still a good maiden while you’re on the job. That’s interesting. Well, [00:11:29] Stacey Harris:[ 00:11: 29] this it more and so one of the things you’ll notice is that they check or talk to you about estimating 68 million detachment proletarians in the us alone. [00:11:36] They do a lot of work in contingent workforces and my gamble is that some of this investment is coming out of the gig economy exchanges Ubers the lift the grub hubs all that kind of stuff because they’re been hit right now for not obstructing up on maintaining background check on people who are driving parties around or organizing to fetch nutrient to your mansion. [00:11:58] Whatever it might be right. Don’t know for sure, but I’m but I’m wondering if that’s part of it the second thing that they was indicated in here as part of their where they’re planning on investing. This is to improve what they’re saying accuracy and fairness while creating their new product which again I make goes back to the bias comment. [00:12:13] They stirred here and developing new international capability is that align with expansion schedules of their customers controlling globally again, I think that it goes to two. Gig worker model that excess bending around the world in variou spheres. I’m interested in wondering how this kind of endless background checking fits in with the what we just talked about with Google was gdpr and the European Union’s requirements about data privacy and owning your own data. [00:12:39] Does that mean you own your own data from the background check or as well, right? I [00:12:44] John Sumser:[ 00:12: 44] believed it I think that must be part of the thing this merits some telephone call. I’m just so surprised by this. [00:12:57] Stacey Harris:[ 00:12: 57] Well, I think we’ll probably be hearing more about it. Maybe it’s worth a stop by the booth of Checker at HR Tech. This week’s opportunity to dig in a little bit and just see what they’re planning on expend their hundred sixty million on top of the other hundred fifty million. They’ve already received and the next few weeks. [00:13:14] Yep. Are you caught that we’re continuing to see investment in job councils being both the CDP q and the investment in Nevada or Nevada? Oh, I’m not sure if I’m saying that accurately and ravello. To be sourcing and errand or is this just going to continue to be a place where we’ll see you Investments That Again probably the same standard. [00:13:31] Thank you. See another [00:13:32] John Sumser:[ 00:13: 32] one like the idea that the job board is dead. And another vital part of business is silliness, right? If you walk into the heart of my little town I live in an agricultural town of ten, 000 beings and. In the heart of town, there are cork bulletin boards folded in grocery stores and in the entryway to eateries and trash like that where the locals is now going this cork bulletin board is fraught with 3×5 index posters that have beings looking for work and beings looking forward to beings to do work. [00:14:09] That’s the original racket card and there have been undertaking councils like that in town for as long as there have been people in municipality. And the thing is that there’s no company who’s good enough, you know, if the if the neighbourhood Japanese Manner Boutique wants to hire to auctions people. You’re not going to know who they are. [00:14:33] You know what you’re not going to know they’re so there is a requirement to some primary lieu to go. And that’s the part of job timbers. And Google is interesting because it accrues all these jobs in indeed is interesting because they accumulate all these occupations but they’ve got this overwhelming factor that hinders their utility, right? [00:14:53] Yeah. It’s like there’s a publication places you can have in your database and after that volume of jobs, it gets harder and harder for somebody who’s looking for work to use. Yeah, [00:15:04] Stacey Harris:[ 00:15: 04] and this is a space where Niche participates and Niche musicians in particular regions or Industry or type of work is actually be a better way to look for something right then massive open-ended sort of job board that has everything and everybody in it. [00:15:18] Right? I [00:15:19] John Sumser:[ 00:15: 19] think that the global economy can probably sustained 75,000 enterprise committees because of accurately the number of jobs cards are. Dr. Hart the intersection of sphere industry and size of business or something like that. And so there are 75,000 niches like that around the fire. [00:15:42] Stacey Harris:[ 00:15: 42] And there’s always going to be a neat is if I get to the bigger database that I’ll have a broader View and that might make sense for someone who’s interested in traveling across the country are changing Industry or deepening jobs. [00:15:52] And but I think you know if that gets back to what the job Seekers looking for not so much to some extent. I conceive every company would love to have a single position or that they would sit supposed to but that’s not the road the world succeeds and it’s the job Seekers that you’re really trying to find in this particular Arena. [00:16:07] That’s your affluence of information basically. [00:16:10] John Sumser:[ 00:16: 10] Yep. So investments in job timbers investments in background checking and screening in Latin America is the next one same topic [00:16:21] Stacey Harris:[ 00:16: 21] 50 million streaks B same thing Regional job mark. Probably the bigger conversation this week if we can get into it. Is this interesting component that I read from Microsoft about the new data dignity team that could help users control their personal data. [00:16:38] So Microsoft has presumably Staffing up a perspex of had no comment on this article. So and this is the only place I ever heard of it is one or more long time zone Source multiple contents and the issues and conferences, you know and figure out the best details on each of them this one I had discovered anybody anyplace else, but I had it was well worth having a conversation about the did you team is hoesley and. [00:16:56] Tio’s office and it could help users control their own personal data eventually to the point of buying and selling it now Microsoft is laughing this team up team is experimenting ways to give consumers more hold of their personal data and they’re thinking about it as how they might enable them to buy and sell it to a third party entities. [00:17:14] So this is a whole new concept and we knew have talked about the value of personal data, right the importance of that and how HR establishments eventually could get to a site where they could on some tier perhaps. Take access of their hire data and sell it at an aggregate degree clearly not an individual level. [00:17:31] Nobody that I know of is doing that at this point, but I think that’s sort of what Microsoft is coming up with now at some height or at least starting to talk about a tan. It consumer height and probably an enterprise-level. What do you think about [00:17:42] John Sumser:[ 00:17: 42] this? This is a very clever long way to avoid saying blockchain. [00:17:51] Right. There’s there are so many little assignments and some of them include work with parties. I actually enjoy trying to figure out how to get people’s credentials into a single database, right? And so so right underneath this day to dignity thing. Is data accuracy, right? So this is actually frosting on the cake of a hundred and sixty million dollars going to get a background [00:18:18] Stacey Harris:[ 00:18: 18] chequing account. [00:18:19] It is an accident. [00:18:21] John Sumser:[ 00:18: 21] Right, that’s what this is. And so the issues is can they do it right? I’d be persuasion to say remember last week. We has spoken about the high Q lawsuit that LinkedIn lost at the Appellate level. I think they’ll take it to the Supreme Court, but this is like Plan B for LinkedIn. [00:18:40] Right. Remember LinkedIn, it’s all about Jaron Lanier. Who is this? Amazing Visionary dreadlocks 60 year old who recollects all sorts of crazy trash, but it’s his play to have control over LinkedIn because LinkedIn would certainly are the foundation. And so what Microsoft is doing here is they’re saying oh after all of these years of selling people’s data on LinkedIn, maybe we’re going to give him a slice of the money. [00:19:09] Stacey Harris:[ 00:19: 09] Or maybe it will be a way for us to actually control the data scraping by leaving them act as and now actually making this a so so, you know, it’s funny when I think about oil and gas or any kind of product where you know, you used to make money off the produce itself and then all of a sudden what really started making you fund was devoting beings appropriate tools to get the product themselves and use it themselves, right and my ability of this. [00:19:33] Is that Microsoft going down the road of well then. We are to be able to got to get a situation where every individual is going to understand the value of their own data. So we can’t save exactly utilizing their data for free because they’re going to stop generate it to us free of charge. But what we can do is initiate the tool that they can use to decide who they want to give their data to and blame them for that cost the ability to be able. [00:19:55] Do that in a single platform. That’s my smell of this and you’re right blockchain if they specific have that they’re announcing the private testing as of January. There’s the new personal Data Bank which leans users in control of all the data collected about them. So this isn’t about having access to free- about having access to the to the banking location for it, right? [00:20:11] John Sumser:[ 00:20: 11] Yeah. Yeah. Yeah, and I think it’s delightfully cocky for Microsoft to say that they can control all of the data that users. Give me. Isn’t that phenomenal? Like okay, we’re going to go back to the 90 s when all there was was Microsoft and you had to go through us to get things done. And we’re going to come up with a brand-new action for you to have to go to ask if think [00:20:34] Stacey Harris:[ 00:20: 34] that [00:20:35] John Sumser:[ 00:20: 35] yeah. [00:20:35] Yeah. I recollect back in the day with Microsoft was a big deal. [00:20:41] Stacey Harris:[ 00:20: 41] When our next storey was the only browser you can [00:20:44] John Sumser:[ 00:20: 44] see these are the Pharisees of an old-fashioned fellowship. You know, there’s there’s there’s a problem now. But my sense is it’s going to solve very differently. Have you seen that you you have an iPhone? [00:20:56] Yeah, [00:20:57] Stacey Harris:[ 00:20: 57] I do. Yeah, that is that is my there’s a [00:21:00] John Sumser:[ 00:21: 00] swap in the new iPhone operating system that allows you to send every phone call that you don’t recognize the hue the voice mail. So if they’re not in your contacts, you precisely sounds this one switch and it all goes to voicemail. They are blocked from ringing your phone. [00:21:18] That kind of yeah. Yeah, it’s cool little dangerous because it means you can’t talk to anybody who’s not in your bubble. But but that’s the beginning of control the beginning of control is saying no, Right. And so the funny thing about this idea of period to take that is it doesn’t begin with saying no because we’re saying yes to Microsoft and the truth is if you want to control your personal information, it starts to saying now and apple is enabling that Google has enabled a little of that in their voice product, but I suppose saying no will be the next thing. [00:21:56] And the sing after that might be discretion in saying yes, but it’s not a “theres going” from saying yes all the time to saying yes, but you got to talk to my middleman Microsoft firstly [00:22:06] Stacey Harris:[ 00:22: 06] and that’s the dealer comes up is probably the better analogy for it. It surely feels like that’s the direction that Microsoft is trying to go and I would agree. [00:22:15] I think that the first step has to be getting dominate of your data would you think goes to may be the last conversation today? Which is this European Union when I guess you call that for GU? Google winning the fight to restrict the right to be forgotten ruling in the EU search engine. I was just trying to make sure that I kind of understood this but the rule I suspect is located off of actually some decrees that were done back in 2014 about how people can be delisted on web pages and companies that goes back to things that croak spurt, you know, sir before they gdpr law was with into residence but the idea here it looks like is that Google and Europe has the ability to basically not abide by the. [00:22:58] To be forgotten role when it’s outside of the EU search engines. So this to me sounds like it’s the start of regional privacy standard and Regional technology, maybe even right to be required to hold up to the GDP. Our statutes. Am I reading that correct? Or is that incorrect? I [00:23:15] John Sumser:[ 00:23: 15] don’t know the where the style I speak. [00:23:16] This one is the French overreached and said. Under French rule if someone in France as to be forgotten, you have to forget them in all countries of the nations of the world and Google should know we have to forget them in France. We don’t have to forget the you you’re not the boss of me everywhere else. And so it’s a winning for Google but it’s not a big win for Google because it doesn’t say you don’t have to forget them in France. [00:23:49] It says the Google Google is on the side of the devil’s here because they’re saying if you demand domination of your personal data and your French you need to be able to understand where else in Google’s bunch of nonsense. You are registered because. They have weasel their way into having country specific search engines that are not governable by a specific countries law. [00:24:14] Yeah, isn’t [00:24:16] Stacey Harris:[ 00:24: 16] that exactly is this about where the servers are located which I don’t think is the answer there. But it but it seems to be there is a bit about where the data is located or is this about the software being used and where that application is originating from? Right? So there’s two places where you can house data and where it can be streamed from and through right and I don’t know that I have an answer on that based off of learn this. [00:24:38] It seems very very hard to undo because a browser is a browser is a browser. Observe if you’re using it, but I suspect there are Regional locations where the data is kept, remedy? Well, [00:24:48] John Sumser:[ 00:24: 48] I think there are sort of regional access point. So when we go to Singapore and Google stuff in Singapore it Google’s regional substance and Singapore. [00:24:57] Yeah, right and the domain I don’t know where the server is but the domain is constrained to Singapore. And so what they’re saying is if there’s something you miss removed from Google and your French and you can you can send a note to Google doc French parties that France. We’ll take care of it. But that doesn’t do you any good [00:25:20] Stacey Harris:[ 00:25: 20] if you [00:25:22] John Sumser:[ 00:25: 22] Googled out Singapore, [00:25:25] Stacey Harris:[ 00:25: 25] that’s right, [00:25:26] John Sumser:[ 00:25: 26] privilege. [00:25:27] So what Google has done here is made it impossible for people to keep their data private. So this is the opposite of what Microsoft is trying to do and both of them are probably the efforts of older companies to try to deal with something that’s not, you are aware, be what they. [00:25:44] Stacey Harris:[ 00:25: 44] Yeah, the the new generation of data ownership will be the conversation. [00:25:50] I think that everybody will be talking about and every time he’s got to figure out how to deal with that. But I guess we’ll be is becoming more and more of that. It’ll be interesting to see how the company is that HR check are handling these conferences this week. And yeah, well we’ll get a chance to hopefully meet some people who listen to the show are on the lower neck me. [00:26:04] And if anybody has any comments or questions about the radio support or anything that we spoke. Stop us as we’re running through the dorms of the HR technology meet. We’re happy to have a chance. So it’s been a good week John and looking forward to seeing you in person next [00:26:17] John Sumser:[ 00:26: 17] week. Yeah, I’ll gesticulate to you as we fly by [00:26:20] Stacey Harris:[ 00:26: 20] next week. [00:26:23] John Sumser:[ 00:26: 23] Okay, so thanks for tuning in and thanks for doing this Stacey. It’s always a treat, another enormous speech. You’ve been listening to HR Tech Weekly One Step Closer with Stacey Harris and John Sumser. We’ll see you back here next week. Bye. Bye now,
[ 00:26: 52] Stacey Harris:[ 00:26: 52] Thank you. Bye.
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