Hosts Stacey Harris and John Sumser discuss important information and topics in recruiting and HR technology. Listen live every Thursday or catch up on full escapades with transcriptions here.
HR Tech Weekly Episode: 275 Air Date: July 16, 2020
This Week
Topics: PeopleStrong Co-founder Shelly Singh oversteps away, Leapgen announce new Managing board, SocialChorus Announces $100 M Investment, ServiceNow And Deloitte Extend Strategic Alliance, and Workers Can Be Hired Back by Employers Using a Fully Automated AI Recruiter From Avrio.
PeopleStrong Co-founder Shelly Singh passes apart Link >> Leapgen announce brand-new Managing board Link >> SocialChorus Announces $100 M InvestmentLink >> ServiceNow And Deloitte Extend Strategic Alliance Link >> Workers Can Be Hired Back by Employers Using a Fully Automated AI Recruiter From Avrio Link >> Topics: PeopleStrong Co-founder Shelly Singh, Leapgen, SocialChorus, ServiceNow, Deloitte, and Avrio.
Other News this Week
“HR’s next breakthrough is towards blue collar jobs”: Interview with Andjaro’s co-founder Quentin Guilluy Link >> CATAPA HR launches” back to the office” digital collection Link >> Machine Learning is Transforming Creative Talent Management Link >>
About HR Tech Weekly
Hosts Stacey Harris and John Sumser discuss important report and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific- 10 AM Eastern, or catch up on full escapades with transcriptions here.
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Transcript
Important: Our transcripts at HRExaminer are AI-powered( and fairly accurate) but there are still instances where the robots get muddled( or most confounded) and offset corrects. Please expect some mistakes as you read through the text of this conversation and let us know if you find something wrong and we’ll get it fastened right away. Thank you for your understanding.
SPEAKERS: Stacey Harris and John Sumser
John Sumser 0:14 Good morning and welcome to HR Tech Weekly One Step Closer with Stacey Harris and John Sumser. Stacey, good morning. How is it in North Carolina?
Stacey Harris 0:23 Morning, John. I’m doing well. We have a 95 plus degree brave going on right now. So we’re a little toasty out here in North Carolina. And reinstating cover-up wearing requirements, which is good and we’ve had them for quite some time, but I think we’re starting but I’m again. North Carolina’s on the same trajectory exactly a little bit warmer this week than it was last week. So and how about you?
John Sumser 0:43 Yeah, things are getting locked down fairly tighten, but the weather has given us a shatter. It’s been low-grade 80 s for a couple of daylights and it looks like that’ll stick around for a week and so everybody’s dancing because you could go outside in the afternoon.
Stacey Harris 0:57 Much nicer brave 80′ s than 95 I will admit. It’s amazing what 10 severities does right?
John Sumser 1:02 Yep, yep. So it’s getting locked away, I’m getting really concerned that because there is no leadership at the top, we’re headed into exceedingly, very dark occasions, terribly, very dark terms. The subject pace in the country is triple, what it was at the flower of the first shutdown. And we’re not act like that. We’re not behave like that at all.
Stacey Harris 1:25 No. I’m watching the numbers, and there’s more investments and more business and positive multitudes coming out of second fourth in all regions of the world than we’ve seen in a long time. So, yeah, we’re not serve like that instantly here, at least in the states.
John Sumser 1:39 Well,$ 3 trillion becomes a really long way. All that money, it has an impact and it has restrained their own economies afloat. But that doesn’t mean that things are okay. Right. It’s fake. The entire thing is fake. You could buy a great deal with$ 3 trillion. You know, my son who is a struggling starving creators. Wow with the kicker shrub, the kickers trub unemployment, the small business loans, my credit cards are down to zero. And you know what I know a lot of people who did that I know a lot of people who are very nice shape because there was a bunch of coin that fell out of the sky that you could use to rearrange your contexts. And it was a tremendous thing. It’s about over. It’s within periods of being over. And what’s on the other side of that is that inflated cloud of fund is merely going to be partially changed. And by the time we get to the election, which is only what, slightly more than 90 daylights from now, I think November 4, and fifth are going to be very difficult daytimes. Yeah, very complicated periods because the bottom will fall out there. Well , no matter who gets elected, the bottom will fall out the day after the election.
Stacey Harris 2:56 I agree. Well, we’re gonna have to wake up and we won’t be investing in election gold, at that point, right? We’ll have another four years to worry about that from a candidate perspective. And so yeah, we’ll have to draw some of the hard decisions, and probably really hunker down a bit more than we have in the last several months now. But I guess it’ll be interesting to see. Because I is believed that I’m seeing at least in the news, and what I’m seeing in the conversations with beings that the fear of the pandemic is one component that everybody’s talking about, but then on the other side is we are starting to see a mind, a perception that it’s engineering that’s going to get us out of this, that some grade of neural networks, some position of biomechanics, some elevation of better designed robots will make even if the pandemic last-places longer than anticipated, it will induce work and life more feasible. And that’s where we seem to be seeing the financing. And you know, it’s a possibility that as we’ve talked about before, new innovations “that were” kind of looking for are starting to come out from underneath all of this Necessity is the mother had an invention. And obviously we’re seeing that in some cases. Do you feel any of that at least part of the conversation to?
John Sumser 4:07 I’m not so sure that I’m seeing that. I’m seeing things that are more like, oh, beings are starting to realize that if you want to, if you want the employees to go back to the office, you’re going to have to give them hazardous obligation liquidate, that it’s not possible to create a safe office, because we don’t know anything about the virus, though. And so if you want the officers to open, I’ve talked to people who hate working at home, who, when they looked at what it was gonna be like to be in the bureau, they couldn’t find the evaluate in going to the office, because in order to manufacture the place so safe, that you are eligible to introduced the workers in it, you cut out their ability to get things done. And so we’re gonna have to think harder about a great deal of these things. And there’s this American business notion that you have to arrive at a quick solution then the last thing that we need right now is a quick solution. You know, what’s gonna happen this material About the schools being opened or closed. I’ve never met a teacher who is willing to die for their students, as such matters, of course, going into the school this morning. And that’s what you’re asking him to do. And so the schools are open, you know, and that creates a whole bundle of trouble because the women in the workforce get the abruptly intent of the stick at the schools. No , no. Right. And that is the czar in the 21 st century. But that’s what it’s starting to look like. This is so burdensome, that it’s going to rearrange a lot of things socially. And we haven’t even really started to understand those things hitherto. It’s horribly difficult than it clangs do and googly to say it’s still you need to wait before you decide what you’re going to do. But the singer of a republican articulation that says style. be sluggish now, be gradual now. Is it part of the dialogue? The debate seems to be about how fast to go where rather than Oh, let’s see if we could understand the problem. First. You know, I’m from the understand the problem first school of thought. So it’s gonna be interesting to see how it shakes out because we’ve got less than a month before the California schools should have opened. We’ve got six weeks till almost every other kind of school opens. And, you are aware, the thing that I’ve been consider is the professional plays organization with all of their coin and all of their capacity to care for their employees can’t stop them from catching the disease. And hitherto, we weren’t ill furnished class to have our children in them. either get the priority set there, it’s not possible to solve it with all the money in the world. So what we should do is move our kids to be on the frontline. That’s stupid.
Stacey Harris 6:50 Yeah, not having boys in that kind of a school environment anymore but I do have children in the university placing which is a little bit better because they have a little more controller over some of their options. But I had a friend who overstepped around a commentary, I believe, from the California they’re kind of running the numbers, and they’re basically compiling you will assume that point 1% or whatever children will pass away Well, that of 160,000 cool, you are aware, that’s 310 gigs or something, they’ve done the math on it, and that was like your hundred 10 girls. And that count, I make, is the one that stuck with everybody. And that’s the same conversation we have about our employees and have been having about our employees to some extent, at the very beginning of this, particularly for those working in frontline persona, health care, or warehousing or food container, or any of those areas. You know, we talked about money running out, but those roles never even have the opportunity to get the stimulus fund. They were always considered frontline proletarians. So their options were get no fund or abide working. And so those are the difficult decisions. I think we’ve been in for some time. We’re just adding to that now our children, which is a whole different level, right?
John Sumser 7:54 Yeah. So I’m confident. I’m super idealistic, but I think this is gonna get a lot worse. Actually. You know what I’ve been saying it’s gonna get a lot worse real shoes now for four or five months as it has.
Stacey Harris 8: 09 But, you are aware, the markets continuing to move on and beings are continuing to push forward. So you are aware, it’s a balance in the world that we’re in. But yeah, it has continued to get worse. And I believe the slow and steady approach to a great deal of this is not bad guy. I don’t know that I would push for the Let’s jump as quickly as possible, because I think there’s a lot of people who are investing in that sort of using the language of agility as that type of thinking around it. And I think that’s a very different dialogue, where the slow and steady building some decisions about where we’re at what we’re doing and shaping various strategic data driven moves is probably a much better guidance in this market. But that means you have to be able to gather the data. That means you have to have some degree of flexibility in whatever you’re doing, whether that’s your personal decisions or your organization to wait a little bit and that’s the hard part right now. If you didn’t build in fairly flexibility in your organization, extra parties in inside and outside your organization extra time to get things done your organization, a small cushion from where you were at as far as investment, that compiles it a little harder, right? If you were working on the edge and everything, which is where we tended to be both globally well, business position, everything was close to the edge.
John Sumser 9:21 Right. And now we’re in a new world. Sometimes it glances to me like everybody vacates their affixes to go work on the COVID problem. And so I reflect one of the reasons why we’re interpret gradual evolution in the industry news is, people are busy engaging ardours right now. And we’re going to have a very interesting shift when the barrages come under control, and beings wake up and run, Oh, we kind of lost racetrack of where we were go with that. That’ll be a moment where the markets truly alter when we get there. So what’s in the mailbag?
Stacey Harris 9:57 Well outside of all the bigger news that we just mentioned. There is a lot of stuff going on, like you said, both investments and in word about collaborators and friends. We went report this week very sad news that people Trump’s co benefactor Shelly thing passed away from cancer she feed people strong is one of the larger India based HR payroll constitutions, and one that was primarily focused on the India market. But not only was she sort of a female in a mainly male guide time, she was also I recollect, one of probably the few tones in the market truly talking about how important the Indian market was as an individual market. And so that was a real loss to the industry this week. We too insured a duet things going on the music grocery from my best friend and precede gen hired a brand-new Managing Director out that action and opening up policy somewhere senility specific wreak, David, I’m gonna say David’s honour last name, right? I’ve met him multiple times is a great gentleman apply it Grace urato you can let me know how gravely I disfigured his last name, but David has been a good friend of mine who’s been out in the Asia Pacific market. been consulting on flair handling HR things and then he’s now the new Managing Director for the Asia Pacific market for leading gen run by our good friend Jay snapper book. We likewise have quite a bit of investment this week. Probably the largest one is social chorus announcing 100 million dollar investment conducted Vice humera Equity Partners, a social chorused was most interesting to me of all the other financings. There were some other ones. There’s a couple of performance management tools like lattice and we witnessed some interesting investments and a couple of workforce management tools we might make them in next week. But I think social trends the most interesting this week because they’re a communications platform, a personnel communication programme, so we’ll probably won’t talk about them ServiceNow and Deloitte extended their strategic partnership agreements, we’re picture closer and closer connections between these groups. I think this might have also impacted Deloitte no longer supporting their own. They had their own HR service delivery application for a while but they were sure pitching to the market. I’ve had a marry people asked me recently if I knew what happens that it doesn’t seem to be out there and available anymore. It probably in light of this connection. We’re too attending more back to work type of technologies going on Kappa ta ta pa HR launched it back up because digital collection which is quite interesting and some of the tools that they’re putting forward there. And then if we get a little bit of meter, there’s some interesting trash going on. I believe on the innovation side with some brand-new tools. One is a fully automated AI recruiter from every Oh, that’s something that you’re completely interested in. We’re likewise insuring machine learning have been turned on its head being used to help our performers and our imaginative aptitude inside the media environments, figure out how they communicate with their new gatherings, various kinds of like if your endowment How do I find out the right place for me to communicate and talk to so making that parallelling technology and flip-flop it and then we also have another set of new information technologies being put out by I’m not going to say this correctly. A jarro MDG Jay, ar o f, who’s co benefactor acquaintance genuinely talked a little about a implement that organisms that they’re building that Helping blue collar workers and large make-ups match up work and not be temporary services but share workers and I have a lot of discourse about sharing works recently. And we learnt that in 2008 nosedive as well. So lots of stuff going on. I don’t know if there’s any particular one of the topics that you want to focus on. But it’s interesting conversations these days and different focus.
John Sumser 13:21 Because I am all about AI and recruiting. Let’s start with this company announced FBO. That is propelling what they call a fully automated AI. They ply the first fully automated end to end recruiting technology leveraging AI to increase recruiter efficiency while eliminating non strategic manual assignments. You know, that’s quite a thing to say it if it worked for the last 20 companies that said something like that would probably be super notable. But you are aware, this is a case where you have a company that it was necessary to do PR for because the whole thing is that you have to be able to be understood are distinct from the contender and this doesn’t distinguish and they claim to have at the core of this is a job distribution thing with a theoretical database of 75 billion applicants but anybody who’s bought and sold these kinds of things over the past 25 times knows that database is always have openings have the job distribution is never intelligent. And so you get road more turd back. You know, this is automated recruiting like utilizing dynamite to fish. Yes, yes, you can catch fish this lane. Yes, you are eligible to. And it makes a lot of sound if it’s kind of amusing. But the vase a really big mess. When Yeah. Right. So you are aware, there’s a inundation of brand-new recruiting speculation that the hill or which parties are certainly “ve been coming” strong about investing in tools that look like job boards and front end recruiting process stuff. So I think we’re gonna read more proposals like this where what’s reasonably clear is that there are no actual practicing recruiters involved in the development of the process. But you know what, you are aware, what we’ve seen over the years is that investment money doesn’t really have much appreciation, because it’s more likely, what’s that sport whatever it is you spewed roulette, where you spin the motor, and you pick a red and pitch-black and the numbers such as for this, like,
Stacey Harris 15:27 well, peculiarly an angel, right? We’re not quite sure what’s going to take off toes pandemic conference, but I think the thing that sort of shed me on this one, and there were multiple stories like this, but it’s the language is being used in all of these there was another one where X extent of firms are now putting robots and she never had to talk to HR is this desire to craft the marketing around the idea that you never have to touch anyone? You never have to see anyone. You never have to be involved, you are aware, and so the idea that virtuality is all about not being involved, was sort of “the worlds biggest” conversation that I think in numerou degrees across topics the coming week, you know, we’ve talked about the facts of the case that the virtual coming to thing isn’t working is a good one for a lot of different types of industries. And this is particularly one in HR where the relevant recommendations of not being involved as being a good thing, does that really make it better, that’s the bit that grab my eye.
John Sumser 16:20 So tell me a little bit more about this. You see this as the essence being get the people out of the system so that they can work better
Stacey Harris 16:28 and more efficient work without having to interact because and pandemic days, we don’t want beings having to be connected. You surely want to do things face to face, but in doing things face to face, that means you don’t want to have all the other way parts as well.
John Sumser 16:44 I’m reminded of a project designed I has do earlier this week that involves that it was a long day. It involved a spreadsheet. The first spreadsheet had 25,000 strands in it and I figured out after a while how to get That sounds good. And then I had to go ogle, pipeline by thread that that thousand words and categorize those things so that I could make sense out of the thing that I’ve been given that kind of work. People do that kind of work all the time. And I detest doing that kind of work, I certainly disliked is gonna work. And I expended a daytime with some music, getting it done. And at the end, I learned trash that I couldn’t learn another way. I don’t like to do other duty. But I learned things that I couldn’t learn any other way because I touched every single bit of data in the stack. And that’s the thing. I think you’re talking about being missing here. Truly, it’s not so much better the interaction with parties that is concerning. It’s the interaction with the actual thing that’s going on. That’s involve, you know, so if you don’t ever have to touch anything, how would you have any sense of whether or not it was going well, because the you asked machines, how are you doing that? It says, Hey, boss, I’m doing okay, and that’s good enough. But that’s back to the current problem with involvement, polling and testing. How are you doing? Right?
Stacey Harris 18:10 Yeah, precisely. It’s even worse in the facts of the case that I envision because we’re stepping into automation as an answer to the pandemic exchange, because that means you can reduce human touch point, then we’re saying, oh, we’re automating it anyways, then we’re too exactly, we’re just gonna take the person or persons out of it, it only constructs more sense that I’m doing this now at the time. And I think that’s the least that we’re making that concerns me is generally when you go through an automation process, there is a point at which you go from manual to investing in a couple of implements to automate to having another person, perhaps do it and then you know, automating it so you’re kind of going through a process where you’re learning and get continuous feedback and clearing deepens all the way through until you end up in a place where it is truly automated, like my calculator during my age tables, but it end you will lose something along the way, but you gain it in effectiveness. We’re sort of hop-skip over that precisely because taking the human element out of it is the first thing we’re focusing and not the automation, I predict maybe the better way to position it. So it’s just a very different approach. So I think we’re all going to maybe watch a little carefully in the next couple of months.
John Sumser 19:14 Well, it’ll accelerate as their own economies sours, the layoffs will be facilitated by, right. And that’s the last accelerate, beings are going to be looking for solutions that do the work of the people who used to work there. And so we’re going to see more of this. And you know, the big questions actually prove to be things like we’re talking about, which is not the to miss the human connection. It’s how time you know when the thing is broken? If you don’t have anybody else to know what they’re doing? And if you sitting there the number of people who know what they’re doing, how do they ever get a chance to go through that process that I described and looking at the data if the machine does it? So there’s trash that you can learn from doing the run that you don’t get to learn if a machine does it all for you all the time. And does that mean? That you are ceding control of the decision to a machine that you don’t understand is a good one. And that’s a bad idea.
Stacey Harris 20:08 The other big topic this week that came out throughout all the conversations is not simply the automation and the robotics and AI is going to get us out of it. But the other thing was the connection between service extradite, like meeting the needs of your employees and getting to sort of what is whatever the next generation of work environments that we’re looking at. I represent, we witnessed the ServiceNow and Deloitte extending their strategic alliance, which was all about HR service delivery and how those two are going to work hand in hand and how important it is to have communication and work. We too looked the hundred million dollar investment in social course, which is a company I’ve seen briefly, but not a great deal. All their focus is an organization that’s doing personnel communications, which is a mixture of onboarding and benefits information, but now COVID information as well. So the flip side of this is parties are looking for information and you And they’re hungry for it. And we’re not sure how to get it to them right now. And that’s the other big menace I saw this week.
John Sumser 21:06 So I’ve been looking really hard at HR that uses SharePoint as a space of the creation of soul service opportunities for employees. And you can see a lot of the stuff as fellowships noticing that SharePoint doesn’t work at all. That is, that is a bad route to organize, and that it gets fill up with irreconcilable clutter. And when you take a pass through, like some of these firms are doing to try to reorganize the SharePoint stuff. That’s a lot of what ServiceNow does really is make sense out of the existing junk. The problem is that the existing junk is highly contradictory. And if you don’t fully investigation that trash, with some kind of a framework about what constitutes good, you end up with even more confusion after The repaving of the road is done. And so I think we’re gonna hear a great deal of crush in this area. And the reality is that the cost of the effective implementation of automation technology is significantly higher than this round of financing and asset would head you to believe that
Stacey Harris 22:22 it’s very expensive. And you are aware, I’ve been through several rounds of what I announce this is really learning conduct. We went through it in the 90 s. We went through it and around a bit in 2000, various levels of technology. Now it’s falling on the shoulders of these HR service delivery organizations or communications tools is the constant issue that the data inside your organization is never organized as well as it needs to be to really manage general sign, let alone helping you make good decisions. And it’s because the stuff is not coordinated well is the stuff that complex and necessary context around it, unlike standard data like hire sizing that you know, how many people recruiting and some stuff that we’ve been using in our large-hearted data analysis up to this point. So I think your explain about the facts of the case that it’s going to require a lot more fund is true. It will too I conceive, expect new technologies that imagine differently. Don’t really look at the data inside of it, but look at all the contextual dialogues around it. And that’s a lot harder and a lot bigger type of technology. I would assume you’ve probably studied more of it than I have. So
John Sumser 23:23 Yeah, I think that’s right. So another enormous speech. Thanks for doing this. And thanks, everybody, for listening in. We’ll be back here same time next week. You’ve been listening to HR Tech Weekly, One Step Closer with Stacey Harris and John Sumser. This was our 275 th substantiate. We will be back here next week. Hasta la vista now. Thanks.
Stacey Harris 23:44 Thanks everyone.
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