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We have entered the Spooky Season, with costumes and trick-or-treat candy selections taking center stage. And while most people are trying to decide what horror movies to watch on their streaming app, I’ve been following a different kind of fright fest – HR technology. Whether it’s artificial intelligence (AI), machine learning, algorithms, or employee monitoring software, the workplace is rife with technology that increasingly keeps me up at night.
The potential of this technology is exciting and seemingly limitless. From insights-driven workforce planning to the rise of robotic process automation (RPA), work is destined to be forever changed by advancements in technology. Companies have begun to enthusiastically embrace the possibilities, viewing it as another tool to help gain efficiencies and put information in the hands of the people who need it most. Talent management teams are excited about the potential for better career management, allowing workers to match their skills to different roles. And we shouldn’t discount the fact that AI and machine learning is just “cool” – tech teams love taking a look at the science and logic driving the systems.
While there are many checkmarks in the “pro” column, there are plenty of things that go bump in the night. The early promise of using facial analysis in video hiring to streamline the screening process has failed the bias test. In fact, a more recent study supports the claim that AI has not solved for bias in the recruiting process at all. With the shift to hybrid or remote work, employee monitoring software is on the rise, and while there are some benefits to monitoring employees in terms of safety and fraud reduction, the impact on employee job satisfaction, retention, and burnout has been significant. Workers are fighting back, finding unique ways to appear productive, even when they are not working. The perception is Big Brother is watching, and employees are not happy about it.
Legislation always lags technological progress, but governing bodies are starting to address the concerns raised about the possibilities of bias in AI. New York became the first state to pass a law that will penalize organizations whose AI-assisted recruiting and promotion tools display bias. There are a lot of questions around what that means, and companies are scrambling for additional guidance before the law goes into effect in January 2023. Add to this the EEOC’s accessibility guidance and the Biden administration’s “AI Bill of Rights”, and you’ll quickly realize this is a monster of a topic.
The sheer fact that there is a line in the sand around AI and bias serves as a potential house of horrors for all technology solutions that rely on AI and machine learning to improve HR and talent decisions. It also serves as a warning to organizations to fully understand what is lurking in their tech stack – because ultimately, the responsibility to ensure equitable application of technology is on the user, not the solution.
At the root of all good scary stories is a cautionary tale, and this is no different. Technology continues to innovate the way we approach work, and we should celebrate that. Like every horror story, what’s important is that we remember to check for what lurks in the shadows to ensure the outcome favors good over evil.
With warm regards,
— Mark Stelzner
Founder/Managing Principal/Ghostbuster, IA
Voice of HR
Reflections on the Rebound
Newly returned-to-full-time IA-er Jason Carroll shares his perspective on what it’s like to rejoin a company in a new role with fresh eyes.
Where You Can Find Us
We are sneaking up on the end of the year, which means events are starting to wind down as everyone focuses on getting through Q4. That doesn’t mean we are sitting and twiddling our thumbs, though! You can find us at the following upcoming events:
November 7-9, 2022: Mary Faulkner will be moderating a panel at ERE’s in-person Fall Recruiting Conference, focusing on the role that hiring managers play in ensuring recruiting is successful.
November 20, 2022: Join Mark Stelzner on his upcoming webinar Economic Uncertainty – Getting the Most Out of Your HCM Technology, where he discusses how to optimize your current investments, the critical opportunities for new HR technology, and the subsequent means of maximizing your workforce through technology-enabled solutions. Hope to see you there!
February 23, 2023: IA is pleased to support the upcoming Scalefest ONE – the virtual transformation event that follows the sun. Planning is still underway with more details coming soon!
On Our Radar
The spooky season continues with recent news! The IA team didn’t necessarily seek stories that fit the theme – it just sort of happened. Here are some topics that stood out this month:
- The concerns around burnout and mental health continue to drive much of the research around work. A recent article from the Wall Street Journal confirmed the connection made by the Surgeon General between toxic workplaces and mental and physical health. For any organization claiming to care about wellbeing, this is an important read.
- For many organizations, retention rates are a key concern, but apparently, Amazon doesn’t seem to be as worried about it. Recent documents obtained by Endgadget suggest that the company is losing up to $8 billion a year (yes, that’s billion with a B) to worker churn. We are curious to see how that plays out.
- And on a lighter note, the use of a thumbs up emoji became a flashpoint of controversy in Generational Discourse for about 15 seconds. We’ve got a couple of generations well-represented here at IA and frankly, we were stumped.
About IA
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Our seasoned team of professionals apply a revolutionary eye, deep domain experience, and flexible tools to accelerate the achievement of even the most ambitious goals. With a cross-functional, strategic perspective, we thrive on big, messy problems. Whether large or small, public or private, domestic or international, it’s our job to support leaders and their teams in achieving outcomes that are truly unique to their culture and objectives.
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