Thursday, 19 October 2017

Workplace by Facebook Live Video Q&A on The Social Organization / 2





This is the Facebook Live video recorded as part of my book launch at Facebook's UK HQ.

It explains why the selection of social technologies depends upon which of the four types of organisational group are the main priority.

And I discuss at the end of the video why Workplace provides an additional benefit in that once people are using it for community it’s then easier to extend its use to cover projects, grouping and broader networking, rather than using separate tools for all these functionalities.

In case the link is not working, the video is available at https://www.facebook.com/workplacebyfacebook/videos/1460793683969313/.

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Tuesday, 17 October 2017

Recruiter magazine: Emotional AI




I'm quoted in this article in Recruiter magazine on Emotional AI.

My inputs:

1. Do you think there are enough tools around now (such as Watson etc) for recruiters to understand and trust AI in the recruitment process?

AI and machine learning have only recently become helpful and accessible in business contexts, and their support for recruitment and other HR processes have been even more recent. However, there are a range of AI applications available, including for analysing core HR and recruitment data, CV sifting, video interviewing, serious gaming and other areas. There are also a growing number of organisations using a range of these opportunities to sift out a large proportion of their applicants. In particular, Unilever have suggested their AI enables them to interview just a small percentage of their initial applicants, meaning this stage can simply confirm 80% of these candidates. The evidence is there and recruitment teams need to be paying attention to the opportunities.


(There’s a summary of the Unilever case study here: http://www.foxbusiness.com/features/2017/06/26/in-unilevers-radical-hiring-experiment-resumes-are-out-algorithms-are-in.html).



2. If they find themselves on the receiving end of being sold tools with AI, what sort of questions should recruiters ask a supplier?


It is not always easy to understand the way that AI works but recruitment teams should still ask about the algorithms the systems use, the ways they have learnt, and what safe guards have been used to ensure diversity in the system's lists of recommended candidates. They should also want to see the results of previous validation studies showing that the systems do identify people who could be seen as high performers against particular attributes or competencies. Ideally recruiters should also be looking to validate the systems within their own organisations, and suppliers should be keen to support this activity too.



3. Do you think AI will play an increasing part in the recruitment process to help recruiters make data-driven decisions about a candidate?

AI systems can often undertake recruitment activities more efficiently and effectively than humans, e.g. by substantially reducing the amount of human bias involved in the process. They are going to play an increasing role in recruitment activities, particularly in roles / levels which can be described and measured in fairly objective ways, and where there are often high volumes of candidates e.g. call centre operators, production (vs knowledge) workers and graduate entry streams. AI capabilities are developing quickly and over time, I can see them having a growing role in knowledge based and managerial roles as well.


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Thursday, 5 October 2017

Workplace by Facebook Live Video Q&A on The Social Organization




I'm doing a Q&A on The Social Organization with Workplace by Facebook, one of the main social technologies I write about in my book, and which are picking up loads of new clients with great adoption levels.

We're planning to explore some of my ideas, including the role of communities and other social groups in organization design, and how social technologies can be aligned with these types of group, as well as other factors that can make them work effectively.

We'll also look at other enablers for the social organization including workplace design (workplace with a small w), innovated HR practices, individual, group and organization development, social leadership and communityship, and social analytics including social / organisation network analysis (SNA/ONA).

The Q&A is being held online at 4pm BST on Wednesday 18th October and you can register here: https://thesocialorganizationlive.splashthat.com (use the access code PIONEER). Please do join me.


You can also buy the book here: https://www.koganpage.com/product/the-social-organization-9780749480110 (use code AHRTSO20 for a 20% discount).



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  • Strategy  - Talent - Engagement  - Change and OD 
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  • jon [dot] ingham [at] strategic [dash] hcm [dot] com