Time and again we see organizations being sued over bad decisions made about topics that - generally - fall under "employee relations". Just like the one that prompted me to write this very blog post: HR didn’t want to set a disabled employee up for failure, so the company fired her instead. These headlines (and there are many, many of them just like the above) typically signifies one of two things (or a combination of the two): Scenario 1: An HR department that is overworked
Science fiction has been trying to warn us for years that we are heading down a dangerous path. 2001 a Space Odyssey, The Matrix, I Robot, The Terminator... and the list goes on and on and on (and those are just the popular movies). Our culture is full of stories where tech is not always working in our best interest. To be fair, it is not the technology’s fault – humans created the technology, programmed the algorithms (or AI), and set it loose on the world. They just failed
In his recent article Decoding AI for HR, Bill Kutik explained that AI is an often wrongly-used, misunderstood term driven by hype rather than value. That is okay, it is part of the normal development curve for new technologies – for example: ‘big data’ or ‘gamification’. When something is new, we want it! We want to feel like we are at the bleeding edge of what is possible, even if what we are doing is building the same database as everyone else but just a little bigger and
As a hiring manager, I once had the amazing experience of finding a perfect candidate. He aced the interview with that perfect balance of insightful and practical answers. He was well-spoken and friendly and came across as a shoe-in for culture fit. Add to that the perfect background; familiar with our product (in fact, he owned it as a customer at one point), relevant industry knowledge, and an excellent rolodex of contacts. I was so excited to find this perfect gem.