181002 intro to ai in hr

2. Introductions • Name • Role • Level of Expertise in AI • General Thoughts About AI In HR/The Hartford • Expectations 2©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

3. John Sumser @johnsumser John@hrexaminer.com 415.683.0775 • Principal Analyst, HRExaminer • Intelligent Tools Columnist, HRExecutive Magazine • Selection/Implementation Consulting • Product Development 3©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

4. HRExaminer.com Weekly Industry Analysis Amazon Intro Thursday Podcast Podcast • 40,000 Subscribers • Seasoned Authors • The Edges of HR 4©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

5. Impostor Syndrome The feeling that you are severely under-qualified for the task ahead of you, or that you’re secretly the most incompetent person in a room full of bonafide geniuses What I Know What I Think Others Know What I Know What Others Know 5©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

6. Take Aways • Machines Have Opinions • The Worst Kind of Employee • Bias Cannot Be Eliminated • Get Started, This Is Coming Fast • Be Prepared for Always Better • No Immediate ROI • Get Started Now • The Longer You Wait, The Harder 6©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

7. Not AI (Levels of Intelligence) – Judea Pearl 1. Learning from association: Determining that two things happened at the same time or are correlated. The algorithm learns by imitation, matching, and copying. It's not intelligence, it's more like imitation. 2. Learning from planning and reflection: Intervening in processes, experimentation, and generalizing the results using hypotheses. 3. Learning from Counter-factuals: Imagining worlds that do not exist and inferring reasons for observed phenomena. 7©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

8. This Is Not Software • Machines Have Opinions • Based On • Measurements • Pattern Recognition • Models That Predict • History • Rooted in Probabilistic Outputs • Requires New Forms of Management Intelligent tools use statistical methods to simulate and predict the world 8©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

9. Cutting Through The AI Noise • Now, Machines Have Opinions • Mostly Complex Statistics • Machine Learning • Natural Language Processing • Decision Trees • Data and Processing Getting Cheaper • Prediction Glut • What Matters is Interpretation • Coming: Millions of Data Models HRExaminer PO 1714, Sebastopol, CA 95473 415.683.0775 9 ©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

10. No Job Loss • AI Creates More Jobs Than It Displaces (PWC July, 2018) • Rearrangement of Work • Higher Value Jobs Managing and Maintaining New Systems • Imagine Millions of Data Models • Upskilling Involves Critical Thinking • Expect Liberal Arts Shortages 10©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

11. 5 Types of Offering 1. AI As Platform Service: Cloud computing providers offer modular tools Examples: Amazon, Google, IBM, Microsoft, and Facebook. 2. Data Workbench/Cleaning: catchall. From People Analytics to Data Cleaning Automation Examples include One Model, SwoopTalent, and Visier. 3. Microservice: focused single point solutions that fit into a larger standard workflow. examples in learning, assessment, sourcing, hiring, interview scheduling, forecasting, performance management, contingent workforce, vendor management, and data transformation 4. Embedded in Legacy Tools: intelligent software embedded to provide higher quality data/services. Examples: Workday, Oracle, Ultimate Software, Ceridian, Kronos, Paychex, Salary.com, Glassdoor, SmartRecruiters, and ADP 5. AI First Suite: New systems that work across the full range of Talent Management and Talent Acquisition examples: Ascendify, Bridge by Instructure, Oleeo, and Google 11©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

12. Robotic Process Automation (RPA) RPA systems watch the user perform a task in the application and then repeat those tasks directly in the app 12©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

13. Key Microservices (180 Known Vendors) • Assessment • Skills • Soft Skills/Personality Assessment • Fit • ATS Data Refresh • Bias Mitigation • Bots • Outbound • Knowledge Acceleration • Flight Risk Analysis • Hiring Forecast • Interviewing/Scheduling • Predictive Sourcing • Recruiting Assistant • Recruitment Marketing • Referrals • Search and Matching Transformation • Screening • Sourcing Automation • Staffing Services • Sentiment Analysis • Text Augmentation • Trouble Spot Heat Mapping ©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com 13

14. Regression finding the relationship between the mean value of one variable and corresponding value of other variables 14©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

15. Data Model Validated = 90% likelihood of predicting last year organizes data and standardizes how they relate to one another and to properties of the real world entities Note: All models are wrong 15©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

16. 2018 HRExaminer Watchlist Foundation Layer/Overlay • Intelligent Overlay Rooted in Mapping: Google • Intelligent Overlay Rooted in Assessment: IBM Data Workbench • 21st Century Data Governance: SwoopTalent • Analytics Integration: One Model Microservices • Comprehensiveness is Essential: Beamery • Sourcing Acceleration: EngageTalent • On The Job Performance Enhancement: Textio • The Disappearing Assessment Interface: Traitify Embedded • Legacy Company Data Utilization: Kronos • Employee Voice As Foundation of Management: Ultimate Software • Planning and Data Governance as the Heart of the Enterprise: Workday AI First Suite • Intelligence First Talent Management: Ascendify • Development Based Performance Management: Bridge by Instructure 16©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

17. Platform Battles Shaping Up • Integration and Intelligence Layer • Now: Google and IBM • Soon Facebook, Amazon, Microsoft • New Players, Massive Intelligence 17©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

18. Assessment • The Drive to Zero Time Assessments • Various Data Inputs • Games • Video • Pictures • Mostly Done By Correlation to Existing Data 18©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

21. Emergence • Most Measurements are of Emergent Systems • Don’t Do What They Did Last Year • Operate Differently Under Different Circumstances • Organizational Life Is A Series of Disruptions • New Product • New Software Implementation • New VP • ReOrg • New Competitor • Tools Lok For Patterns Even When There Are None 21©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

23. Ethics Photo by Teddy Kelley on Unsplash • Bias • Privacy • Total Cost • Maintenance • Reproducibility • Liability 23©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

24. Reproducibility • Versus Repeatability • Different Models of Various Algorithms • Flight Risk • HiPos • Learning = Model Change closeness of the agreement between the results of measurements carried out with same methodology Repeatability Reproducibility Re-run the code and get different results Re-run the code and get the same results Obtain the same results using a different program Results that cannot be repeated nor reproduced 24©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

25. Implementation & Utilization Photo by Jonas Jacobsson on Unsplash • Current Focus: One Offs • Changes W/ Scale • Absolutely Requires Clean Data • Ask Lots of Questions • Don’t Expect Immediate Return HRExaminer PO 1714, Sebastopol, CA 95473 415.683.0775 25

26. Arguing w/ Machines Photo by Ricardo Gomez Angel on Unsplash • Why? • Latency • Insufficient Data • Plain Wrong • No Conscience • No Common Sense • Intuition • How? • Gets Harder and More Important 26©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

28. Successful HR AI Projects • Not Bound To ROI (Short Term Thinking) • Clear Understanding of Total Cost of Ownership • Prepared for Additional Management • Accepting of Impostor Syndrome • Knowing That AI ‘Interns’ Are The Worst Sort of Employee • Prepared for Unexpected Consequences • Prepared to Learn Something That Upsets Assumptions • Tight Vendor Partnerships • Successful Cultures (HR) • Work w/ Probabilistic Information Already • Embed People Analytics Training • Network with Successful Competitors 28©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

29. Cultural Implications • Human Employees Grow In Power • If They Learn To Successfully ‘Argue’ With Machines • ‘I Don’t Know, But I’ll Find Out’ Becomes a Valuable Answer • Every Interaction Leaves Evidence (Transparency) 29©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com

30. John Sumser @johnsumser John@hrexaminer.com • Principal Analyst, HRExaminer • Intelligent Tools Columnist, HRExecutive Magazine • Selection/Implementation Consulting • Product Development 30©2018 - HRExaminer - PO 1714, Sebastopol, CA 95473 - 415.683.0775 - john@hrexaminer.com