Onboardia

Breaking Through the Artificial Intelligence Barrier in HR

Onboardia

When I heard about Ben Eubank’s new book: Artificial Intelligence for HR , I knew it was a “must-read” for me, given some of my AI concerns in HR: How will AI impact the hiring processes, will it de-personalize employee experiences, overwhelm us with big data and what new skills will be needed to really be successful in HR of the future? With Ben’s expertise, I knew his take on AI for HR would be valuable, plus I needed to break through my own AI barrier. I picked up Ben’s book and poured through it. It’s filled with clear information, supportive facts, insightful examples and key takeaways. I highly recommend this book as a staple for everyone in HR and add: Read it with a highlighter, since you’ll want to note many of the gems it contains. I had the recent privilege to catch up with Ben about Artificial Intelligence for HR. Here’s how our discussion went: CR: Ben, Something grabbed my attention right from the very first page of your book. You talk about how Carnegie Mellon University had many of their robotic scientists suddenly lured away by Uber. They never saw the new reality of industry convergence coming. This sends an important alert to businesses: Realize that competition for talent can come from any direction. Can you provide some insights on how HR professionals and leaders should be shifting their thinking and strategies for hiring, and keeping talent in a climate of industry convergence? BE: If you consider this example in the greater context of automation and the changing demand for skills, it really makes sense. For instance, in the last few years every company, regardless of whether they are in the automotive, financial services, or healthcare space, is calling itself a technology company now. Those skills they need are shifting, which means they are now competing with more traditional tech companies for the same kinds of talent. The practical takeaway is to be looking at how hiring is changing for the firm and look at other parallel industries where opportunities to procure talent may exist. Those same opportunities can be considered threats if left untreated. *. CR: You explain that job candidates want a more personalized experience and interaction in the application process. How is technology/AI helping to improve these areas? Is technology/AI helping businesses improve the candidate feedback and rejection part of the recruiting process? BE: Love this question! I think that AI, specifically chatbots, are helping employers to create better conversations with candidates. One of the stats that helped me to understand just how different this “feels” for candidates in the process is that 75% of them say “thank you” to a chabot, even when they know it’s not a real person! This is making the process more human-centric, and that’s a good thing. *. CR : I see that one of your goals in writing this book was to help HR better understand data and analytics, since this initially is not part of their core skill set. What are your top tips for an HR professional to know in this regard? BE: I’d say the first one is to look for ways to be more evidence-based in your approach. Instead of relying on your gut or on past experiences, look for any research or data that might support your decision-making processes. The second step is to get more mature in how and what your firm collects as far as data goes. For instance, when IBM was trying to change the internal skills and competencies of the workforce, the leadership team became very focused on measuring and examining the skills acquisition of the workforce on an ongoing basis. Otherwise how would they know if they achieved their goal? The short version: don’t be afraid to leverage data--other functions of the business do and it only enhances credibility over time. *. CR: If there was absolutely one “must-have” AI application for human resource departments, what in your opinion, would that be? BE: There is so much volume and focus on the recruiting side of the HR space in terms of AI applications, but I personally would have loved to have a simple chatbot to support requests for information or support from our HR team. When I ran the HR function at my last company, the challenge was finding time for the more strategic activities we needed to accomplish. A simple tool like this can automate up to 80% of the requests for HR support, giving plenty of additional time to focus on the high-value activities that drive results. *. CR: I really like one of the quotes in the book by Gordon Sandford: “If you train yourself to be a robot, then you’re out of a job.” You get into the fact that we need to differentiate our skills or face the consequences as we’re facing the steady flow of incoming technology at businesses. What’s one of the top skills an HR professional should be looking at honing? BE: The skills model we developed out of this research prioritizes five key skills: creativity, curiosity, compassion, collaboration, and critical thinking. I can make the case that all of them are highly important for HR leaders to develop both in themselves and in their teams. If I had to pick one, it would be creativity. Algorithms, bots and AI are incredibly powerful, but they don’t have the ability to dream, imagine, and create. That’s a uniquely human skill, and we should look for opportunities to highlight and develop those creative talents in order to maintain our relevancy in an age of increasing automation. Ben Eubanks is an innovative human resources professional, speaker, author, and blogger (upstartHR.com). Cathy A. Reilly is the CEO & Founder of Onboardia, Inc., HR software, Pres. of KeywordHR Consulting, and the author of “The Temp Factor: The Complete Guide to Temporary Employment”. For more information, contact us at 800-771-8610 or visit us at https:www.onboardia.com. Management Human Resources Employee Experience @Technology

Breaking Through the Artificial Intelligence Barrier in HR

Onboardia

When I heard about Ben Eubank’s new book: Artificial Intelligence for HR , I knew it was a “must-read” for me, given some of my AI concerns in HR: How will AI impact the hiring processes, will it de-personalize employee experiences, overwhelm us with big data and what new skills will be needed to really be successful in HR of the future? With Ben’s expertise, I knew his take on AI for HR would be valuable, plus I needed to break through my own AI barrier. I picked up Ben’s book and poured through it. It’s filled with clear information, supportive facts, insightful examples and key takeaways. I highly recommend this book as a staple for everyone in HR and add: Read it with a highlighter, since you’ll want to note many of the gems it contains. I had the recent privilege to catch up with Ben about Artificial Intelligence for HR. Here’s how our discussion went: CR: Ben, Something grabbed my attention right from the very first page of your book. You talk about how Carnegie Mellon University had many of their robotic scientists suddenly lured away by Uber. They never saw the new reality of industry convergence coming. This sends an important alert to businesses: Realize that competition for talent can come from any direction. Can you provide some insights on how HR professionals and leaders should be shifting their thinking and strategies for hiring, and keeping talent in a climate of industry convergence? BE: If you consider this example in the greater context of automation and the changing demand for skills, it really makes sense. For instance, in the last few years every company, regardless of whether they are in the automotive, financial services, or healthcare space, is calling itself a technology company now. Those skills they need are shifting, which means they are now competing with more traditional tech companies for the same kinds of talent. The practical takeaway is to be looking at how hiring is changing for the firm and look at other parallel industries where opportunities to procure talent may exist. Those same opportunities can be considered threats if left untreated. *. CR: You explain that job candidates want a more personalized experience and interaction in the application process. How is technology/AI helping to improve these areas? Is technology/AI helping businesses improve the candidate feedback and rejection part of the recruiting process? BE: Love this question! I think that AI, specifically chatbots, are helping employers to create better conversations with candidates. One of the stats that helped me to understand just how different this “feels” for candidates in the process is that 75% of them say “thank you” to a chabot, even when they know it’s not a real person! This is making the process more human-centric, and that’s a good thing. *. CR : I see that one of your goals in writing this book was to help HR better understand data and analytics, since this initially is not part of their core skill set. What are your top tips for an HR professional to know in this regard? BE: I’d say the first one is to look for ways to be more evidence-based in your approach. Instead of relying on your gut or on past experiences, look for any research or data that might support your decision-making processes. The second step is to get more mature in how and what your firm collects as far as data goes. For instance, when IBM was trying to change the internal skills and competencies of the workforce, the leadership team became very focused on measuring and examining the skills acquisition of the workforce on an ongoing basis. Otherwise how would they know if they achieved their goal? The short version: don’t be afraid to leverage data--other functions of the business do and it only enhances credibility over time. *. CR: If there was absolutely one “must-have” AI application for human resource departments, what in your opinion, would that be? BE: There is so much volume and focus on the recruiting side of the HR space in terms of AI applications, but I personally would have loved to have a simple chatbot to support requests for information or support from our HR team. When I ran the HR function at my last company, the challenge was finding time for the more strategic activities we needed to accomplish. A simple tool like this can automate up to 80% of the requests for HR support, giving plenty of additional time to focus on the high-value activities that drive results. *. CR: I really like one of the quotes in the book by Gordon Sandford: “If you train yourself to be a robot, then you’re out of a job.” You get into the fact that we need to differentiate our skills or face the consequences as we’re facing the steady flow of incoming technology at businesses. What’s one of the top skills an HR professional should be looking at honing? BE: The skills model we developed out of this research prioritizes five key skills: creativity, curiosity, compassion, collaboration, and critical thinking. I can make the case that all of them are highly important for HR leaders to develop both in themselves and in their teams. If I had to pick one, it would be creativity. Algorithms, bots and AI are incredibly powerful, but they don’t have the ability to dream, imagine, and create. That’s a uniquely human skill, and we should look for opportunities to highlight and develop those creative talents in order to maintain our relevancy in an age of increasing automation. Ben Eubanks is an innovative human resources professional, speaker, author, and blogger (upstartHR.com). Cathy A. Reilly is the CEO & Founder of Onboardia, Inc., HR software, Pres. of KeywordHR Consulting, and the author of “The Temp Factor: The Complete Guide to Temporary Employment”. For more information, contact us at 800-771-8610 or visit us at https:www.onboardia.com. Management Human Resources Employee Experience @Technology

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

How To Be Creative With Your Flexible Work Options

Onboardia

A work trend that continues to increase in popularity is flexible work schedules. Several significant reasons. For employers, it is very attractive for recruiting, morale and retention purposes.

8 Reasons to Add a Temp to Perm Approach to Your Hiring Strategy

Onboardia

You find yourself having to fill a job vacancy at work. Perhaps it’s a tough position where you’ve had above average turnaround. Or, your company is ramping up its growth. Or, you would simply like the timesaving advantage of having a potential candidate start as soon as possible and test them out before making an offer. These are the more popular reasons for hiring a temporary employee with the intention of making them permanent, once they meet your criteria. Also nicknamed “temp to perm”.

Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Why You Need To Shrink Your HR Processes Over Time

Onboardia

Work processes should be designed with a disclaimer: Caution: This process is meant to shrink over time. It will become outdated due to changing technologies, evolving labor laws and innovative thinking inside our organization. Most of the processes in human resources require numerous steps, have built-in time delays, are confusing, hard to teach to others or just don’t make sense any more. The list goes on and on. Many procedures have outlived their usefulness.

Are You Prepared For Employee Inboarding?

Onboardia

A few weeks ago I wrote about the impact that artificial intelligence ( What You Need to Know About AI and Women’s Jobs ) will have on jobs, especially women’s job as work automation increases. While women may be more affected, all employees will be touched by AI directly or indirectly. As jobs change and get redefined through technology, employees must change. It will become commonplace to see employee roles change, which will bring in-house moves within the company.

7 Valuable Onboarding Messages That Will Help New Hires

Onboardia

As new hires go through your onboarding process, they learn about how the organization is structured, become familiar with their new team and are tasked with early goals to launch their development. While we may be progressing in our onboarding processes, are we equally progressing in what we communicate to new hires? Essentially, employees want to know they are seen as individuals, they matter and will be well supported to grow - things found beyond a paycheck.

How to Be a Savvy Staffing Service Consumer on the Perm Side

Onboardia

Getting started with a staffing service can be fairly quick and easy. They are eager to have your business. You are eager for their product (qualified people for jobs). Because of this, the process can start running away with itself. The staffing service is part of what is going to build your business, so perform your due diligence wisely. If there’s one thing I have learned working with staffing services for over twenty years, it’s that the client (i.e.,

Why I Would Hire U2’s Bono to Work in Human Resources

Onboardia

Last week I saw U2 perform in San Jose. My sister Patty, a superfan of the band, flew in from Tampa to see them and treated me to the concert. Between tours in the U.S. and Ireland, this was her thirty first concert. My second. As last minute luck would have it, we were in the right place at the right time to personally meet Bono several hours before the show started.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

How to Apply the 20/50/30 Rule to Onboarding

Onboardia

Over the last five years, I’ve seen onboarding take a dramatic turn by employers. Many more have come to realize the importance of an effective new hire onboarding process and the high cost when it’s lacking. But, despite how onboarding is evolving, the statistics tell us that: 20% of new hires leave within the first 45 days of employment (source). 50% of new hires working hourly, leave their jobs in the first 120 days (source).

15 Ways to Jump-Start a Disengaged Employee

Onboardia

On the one hand, we want employees to stay in their jobs, but on the other hand, it means facing the challenge of keeping tenured employees connected, productive, and passionate about their work. It’s engagement. Otherwise, boredom or just getting by through minimal efforts results. This is not what creates winning work environments or profitable companies. Disengagement becomes a disease of indifference among employees, and it costs plenty.

If You Really Want Work/Life Balance, It Starts Right Here

Onboardia

Achieving work/life balance is worth it. Without it, it makes us unhappy at home and unhappy at work. On the job, it leads to burnout, less productivity, higher turnover rates and lower morale. At home, it makes us absentee from families and friends, depletes our joy and impacts aspects of our health. Achieving work/life balance is worth it. In a survey by Family Living Today , the U.S. ranks 30th out of 38 countries in the work/life balance department, which means we are in the lowest 20%.

5 Things Every Temp Should Know About Your Company

Onboardia

Temporary employees are unrealized assets when placed for the first time inside a company. While it’s worthwhile to have a temp fill a talent gap that exists, temps do bring something else with them upon their initial arrival, and that is a knowledge gap. There is simply no way around having to educate temps to get them up and running into productivity and familiarized into the culture at your company.

Tools 40

Why Smoking Costs Employers More Than They Realize

Your employees are smoking, and at a cost of $7,000 per year for each employee who smokes, that adds up - fast! This free report will show you how an effective cessation program pays for itself.

The Most Important Component of Any Onboarding Program

Onboardia

One day years ago, I was walking in mid-town Manhattan on a lunch break and came upon a movie shoot with Robin Williams. There was only a small crowd gathered, so I stopped to watch. About ten minutes later, they broke and Robin immediately came over to sign autographs. He asked for a pen, no one replied, so I offered mine and he took it. He signed, joked away, then quickly wrapped up to get back on set. Before he did, he came over to me, smiled and said “Thanks a lot for the pen.”

3 Unexpected Ways Your Company Gains When Hiring Temps

Onboardia

According to the American Staffing Association , there are nearly 15 million temporary and contract workers being hired across the U.S. each year working in all jobs in all industries. If you think these are only low-paying or for unskilled positions, think again. Many professionals are working as temps such as attorneys, doctors, nurses, accountants, managers and IT specialists, just to name a few. In fact, there are scores of staffing services that cater to the new genres of temps.

Why Tyler Perry Likens Employees to Trees

Onboardia

Earlier this month I attended the Goldman Sachs 10,000 Small Business National Summit in Washington D.C. For those who have not heard about the GS 10KSB program, it was established to help small businesses grow since they employ more than 60% of the workforce in the country and create jobs. I am an honored alumni of this valuable program.

How to Easily Enhance Your Temp Strategy

Onboardia

Everyone wants a great temp. When it happens, it’s wonderful. When it doesn’t happen, let’s just say it’s less than wonderful. Unfortunately, it can be somewhat a hit or miss. This happens for several reasons: 1) the product you are requesting from your staffing service is people. People are subject to an endless array of behaviors and qualities, and 2) quite often requests for temps are highly automated.

How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

What You Need to Know about AI and Women's Jobs

Onboardia

One of the biggest trends for Human Resources to keep an eye on in 2018 is the rapid growth of AI (Artificial Intelligence). Not only will this affect the way we work in human resources, our employees and companies as it requires consolidating tasks and compressing jobs, it’s going to be especially impactful on the larger scale to one particular segment of the workforce – women. With AI, brings higher job losses for women.

Why You Should Know Your Company’s Top 3 Priorities

Onboardia

“Most of us spend too much time on what is urgent and not enough time on what is important.” ? Stephen R. Covey. Where are you heading so fast? We seem to have gotten derailed by the need for speed in business, so we created multi-tasking. But, in turn, we have sacrificed quality and focus. We are beginning to realize that multi-tasking really isn’t all that productive.

5 Must-Have's from your Staffing Service

Onboardia

Prior to starting my company Onboardia, Inc., my work in human resources included years of working with staffing services. I found that many of my colleagues had a love/hate relationship with them and we spent many lunchtime breaks in the cafeteria debating the good, the bad and the ugly. There are many benefits to working with a staffing service, one primarily is not having to source candidates yourself.

Work isn't Supposed to be Fun?

Onboardia

Let’s question that. How often have you heard that statement in the past? What about “That’s why they call it work” ? Thankfully, that view’s been changing over recent years across organizations. In fact, I found fun working in the Navy, my first real job. Saying this was the land of rules and regimentation is putting it mildly. So how on earth was there any fun on that job? Fortunately, someone in the top ranks recognized the difference between happy workers and unhappy workers.

Study 40

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

7 HR Trends for 2018 to Watch

Onboardia

You’ve just gotten through the human resources year-end marathon, a milestone event unto itself. With barely a moment to kick back and exhale, you’re now faced with looking ahead at the New Year and what’s coming your HR way. As I offer my virtual high-five’s for crossing the finish line in December, here are 7 HR trends you’ll want to keep an eye on this year. Improving the employee experience. All too often we hear companies say “ People are our number one asset”.

The Magic of “Thank You” in the Workplace

Onboardia

The American tradition of Thanksgiving has its roots in the first simple meal that 50 English men and women and 90 Native Americans shared together in the fall of 1621 in New Plymouth, Massachusetts. The Pilgrims were not celebrating their abundance. They were simply grateful that they had barely survived their first crucial year in the Americas. Since then Thanksgiving has become deeply embedded in the American psyche. It reminds all Americans that we are a grateful people.

Make Way for More Coaching in Your Culture

Onboardia

During one of my job transitions, I went from a 30-person local firm to a 5,000+ employee-sized global company. It was an adjustment to say the least. I was hired by Debbie S., my new manager. Although we had an immediate rapport during the interview process, little did I know how lucky I was to have landed with Debbie as my manager. It turned out that Debbie spoke to me a lot on a regular basis, she was accessible, she provided guidance and readily shared valuable insights and knowledge with me.

4 Simple Questions to Help You Conquer Work Interruptions

Onboardia

Paying attention is essential to getting anything done, but it’s tough when your attention is constantly interrupted. Quoting Susan Cain from her book Quiet: The Power of Introverts in a World That Can’t Stop Talking “Another study, of 38,000 knowledge workers across different sectors, found that the simple act of being interrupted is one of the biggest barriers to productivity.”. Unfortunately, it seems like interruptions are multiplying exponentially in our hyper-connected world.

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

Agile HR: What you Need to Know to Hold Smaller Meetings and Get More Done               (Part 2 of 3)

Onboardia

In Part 2 of our series on Agile HR, I’ll introduce some ideas about revising how business meetings are being done and how going smaller may be better. Our jumping off point in the last blog article on Agile HR focused on learning to think small and breaking things down to the essentials in order to remain highly responsive and innovative.This flows right though to meeting practices. We’ve all heard the expression: “We’ve got to stop meeting like this.” We’re taking that phrase literally here!

How to Ensure New Hires Stand on Their Own

Onboardia

As children, learning to walk, talk or eat on our own for the first time, were happy milestones for us and for our parents who taught us these skills. It meant we were becoming less reliant on others and were moving towards self-sufficiency and independence. We were learning to stand on your own. Literally, baby steps in the beginning, they were still critical personal successes that would help define our growing sense of self.

Why You Need to Add “No” to Your Work Vocabulary

Onboardia

The word “No” is one of the most powerful of words, yet one of the hardest to say. That’s because no one wants to hear it. People would rather say and hear “Yes”. The pressure to say “Yes” starts early. Children are expected to say “Yes” to people in authority. Children want to say “Yes” to parents, coaches and teachers. We are instinctively eager to please. The Stress of Yes. Saying “Yes” can be easier in the short term, simply because it is the response of least resistance.

Why you Need to Become a Better Storyteller in HR (or Risk Becoming a Talking Head)

Onboardia

Each of us grew up with treasured stories, especially attached to this time of year. As children, stories helped us feel joy and wonderment about the world around us. They also importantly helped us believe and understand through enchantment. But at any age, stories can also take real things or situations and make them more relatable in order to explain a point or teach a lesson. Stories heighten reality and stir emotions.

Data 40

5 Culture Trends for 2019

As we approach 2019, major shifts in the work environment will continue to affect the ways companies do business. Companies that are looking to attract, engage, and retain top talent should leverage these trends to create workplaces where employees thrive.

See What Happens When You Clean Up Your Work Desk

Onboardia

Workplace disorder has its roots in a very familiar place. Your desk. Now a messy desk all on its own does not create chaos, nor is a messy desk a sure sign someone isn’t productive or successful. But, desktop clutter has a way of desensitizing your sense of organization. It reinforces the bad habit of having to search for what you need, and a “digging through the weeds” type routine. And desk disarray can lead to a bigger problem: clutter creep. Clutter is a sneaky creature.