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Episode 4 HR Tech Collaboration News Podcast - Build, Buy, or Partner?

This Week: GDPR, SHRM18, APA, The Talent Board Candidate Experience Workshop, HR Tech Summit

Peter Clayton, Ward Christman, Larry Cummings, TotalPicture interviewHRTech Collaboration Channel

There's always something happening in HR Tech. How about General Data Protection Regulation GDPR which went into effect on May 25th?

It's not just marketing and advertising that needs to be aware of how GDPR will change privacy laws. How many email notices have you received regarding 'change in privacy?' GDPR's reach only technically extends to the EU, but it will also impact U.S. employers that have personnel within the EU or that have a location within the EU. In response, some employers, including Microsoft, are choosing to adapt their protocols worldwide. GDPR is a massive regulation -  but the aspects of it that will challenge HR the most may be building blocks to how data will be approached worldwide.  

Welcome to the all new HR Tech Collaboration News Channel podcast on TotalPicture. I'm your host, Peter Clayton.  With me is Ward Christman and Larry Cummings. Join us weekly on the HR Tech Collaboration Channel - a Podcast where we review the most interesting trade shows, talent movements, M&A and Investor Deals, and dig into HR industry's daily dilemma - do we Build, Buy or Partner?

The HR Tech Collaboration Channel is produced by HR Tech Advisor & TotalPicture Media... Now, here's a little bit about us.

Ward Christman is HR Tech Advisor's Chief Advisor - with a 26 year career building various HR tech companies from job boards to ATSs, he's a techie at heart but passionate about building great partnerships between HR Tech companies.

Larry Cummings is the Chief Connector - Harmonizing #HRTech vendor #collaboration. Larry Curates and marinates Intel to assure deal-flow for all @HRTechAlliances allies making YOUR collaborative resources more visible!

Peter Clayton - I started my podcast, TotalPicture,  in 2005 - pre-iPhone, pre- anyone knowing what a podcast was. I'm senior Producer/Director at  TotalPicture Media, a production boutique focused on the Future of Work. My expertise is in video and podcast production. I attend many premier industry conferences throughout the year, and partner with event producers, sponsors and exhibitors to create compelling, world-class content.



Peter Clayton: [00:00:00] There's always something happening in HR Technology. How about the General Data Protection Regulation GDPR which went into effect May 25th. It's not just marketing and advertising that needs to be aware of how GDPR will change privacy laws how many e-mails have you received regarding change in privacy. GDPR's reach only technically extends to the EU but it will also impact U.S. employers that have personnel within the EU or that have location within the EU. In response companies including Microsoft are choosing to adopt their protocols worldwide GDPR is a massive regulation but the aspects of it that will challenge H.R. the most may be building blocks to how data will be approached worldwide.

Welcome to the all new HR tech collaboration News Channel podcast on TotalPicture. I'm your host Peter Clayton. With me is Ward Christman and Larry Cummings. Join Us Weekly on the HR tech Collaboration News Channel a podcast where we review the most interesting trade shows talent and investor deals and dig into our industry's daily dilemma. Do we build buy or partner?

The HR tech collaboration channel is produced by HR tech adviser and totalpicture media. Now here's a little bit about us.

Ward Christman is HR tech advisers chief adviser Larry Cummins is the chief connector harmonizing our tech vendor collaboration. And I'm Peter Clayton. I started my podcast totalpicture in 2005 pre iPhone pre anyone knowing what a podcast was. I am the Senior Producer Director at TotalPicture Media a production boutique focused on the future of work.

We're going to start off this week speaking about some recent and future events. So Larry where have you been and where are you headed off to.

Larry Cummings: [00:02:02] Well last week we talked about the show in Washington D.C. a P.A. American Payroll Association show and mentioned before about the large association training development show. Remarkably this is about the first two weeks in a row since February and I have not been going and planning for a show. There are two big shows coming up though and that's of course I share them with at this point it's 646 vendors that will be at that live in Chicago coming up 17 18 19 there. They're Expo time is actually a two hours so an interesting value prop. So planning is going to be important. And then the week after in Canada and a show that is of of great interest to to our group is the H.R. tech summit part of the movement within Canada to see the requisite recognition of their community and H.R. which is actually I believe the fastest growing area of technologies are near the border now as far as innovation and even the number of lenders. So you might mention an interview that we have coming up that we want to put a link to.

Peter: [00:03:31] That's right we have a interview coming up with Sandra Basiri who is the conference and events producer at Key Media International, the producers of the HR Tech Summit in Toronto. So stay tuned for that. Coming up this Thursday.

Larry:: [00:03:47] The theme for this week's episode is painted pictures, building bears, getting our act together and transplanting technologies cross border. If that's a theme that's an awful long thing. But I thought it was beneficial with the last two shows the training show and the payroll show to see if there were some some items that had some common interests and some some links that would bring those entities together. I think I found them part of it was with what Peter you do day in day out with total picture. You basically try to create pictures of four groups. How long have you been doing that?

Peter: [00:04:34] Over two decades.

Larry:: [00:04:36] And so you understand the value of painting the right picture.

Peter: [00:04:42] Absolutely. And and the problem that I have with most of the what are generally referred to as sizzle reels that come out of these shows specifically like Art Summit we're covering in Toronto and we've all seen these. There lots of quick edits quick cuts. Somebody's going, "Yeah the show's really fabulous." Who cares what people want to hear is content. They want information. Why did you go to this show. What did you learn. What's happening in the industry that is going to impact our businesses. That's what people want to hear. They don't want to hear oh the food was great great. I'm glad you enjoyed the food. What did you learn. That's what I'm interested in. And that's what I try to bring out in these interviews that I do at the shows like unleash where I had very substantial in-depth conversation with keynote speakers and with vendors at that show talking about relevant topics that I'm I'm pretty sure people certainly in the H.R. a.a tech industries would be interested in hearing that.

Larry:: [00:05:58] The reason I say painting a picture and building a story out of is from other vendors here as they come together. But a meeting with Saige media a and the TV show they have on their brochure an actual quote from the storyteller animal Jonathan Schultz in in states. A film makes takes a monthly association of strangers and sinks them up they will flinch together gas together roared with laughter choked up together. The film melts minds together. It imposes emotional and unity until the lights come up and the credits roll of film makes people watch and I'm not sure how that's ever going to tie into another brochure and H.R. technology. But too often we leave people out of our messaging in such a way that none of our messaging is getting across.

Larry:: [00:07:00] So I was mentioning one of our friends National Payment pay and Jim Hagan and he looks at things and hates hates to have a have a Gimmel of anything that has 25 slides in it. It's when you get to the point. Tell me what you're going to tell me and then tell me quickly. I often will stay Estelle BWC so what who cares. He's actually trying to build something in his Build-A-Bear concept is the way that he is trying to build his technology for a new release that will be coming out in a few few months. They built the technology and now they're trying to come up with a name more to tell you about that that it's going to be a payroll centric. So as we look at groups like Saige media and their brochure and how they are painting those pictures when we look at mind space and what they're doing to try to experiences your learners what create. There's a certain element with a discussion I had with Chad Burland director of products and strategy for four mindspace at the T.D. conference and it surrounds the fact that we no longer have an appetite for listening to a speech.

Larry:: [00:08:22] We want to hear a story and we want it be compelling. And so even translates into our training now that there needs to be more of a storyline. One of the initiatives that we're going to be working with is another group that's in the market a company that has done very well hiring actors a company called Pinnacle performance company. So Pinnacle performance company is intentional based communication skills training and other aspects but their president CEO David Lewis I've met with him at two different training events this year and at the last one we circled back around and I said when are we going to take your training on how to properly orchestrate sales people at trade shows and you know how to what are the best practices for individuals that trade shows. And he's agreed he's got a dusted off and we're going to to work on it together because that's a big part of what we know is is messed up in the market place is people walk up and down the aisles. And the same question occurs.

Larry:: [00:09:36] What do you do?

Larry Cummings: [00:09:37] What do you do? And so there is a certain laziness to being herded together as cattle into these long lines of rows of vendors and there's a certain element of non professionalism I think needs to be corrected.

Peter: [00:09:55] You know I think that's really brilliant. And I'm I'm just sitting here thinking Wow that would make a great video. And you're absolutely right. I mean as you walk the aisles at these trade shows and you know most of them are handing out tchotchkes. You know here's here's an here. Here's a raffle for an iPad or they're using gadgets to lure people into their booths. Where and an end to this what you were talking about Larry. So much of this technology has become so sophisticated and so complex that it's not something you can easily relate. You know it's not like you can walk up and say oh what do you do. Our we're in. Yes. I mean it's a lot of these these new startups have moved way beyond we're an 80s into we are dealing with machine machine learning and AI. I mean that's what we're doing right. So I think getting to your point that that's a really brilliant strategy to train people who are standing all day in these booths trying to have intelligent conversations what they're about and and not having those because it's no 80 percent smalltalk and beyond the small talk world.

Larry:: [00:11:18] We've talked about the company Rehearsal. Brandon Lindner of Rehearsal and this is a solution that that basically assures and validates that a person can convey the message.

: [00:11:36] What would you see as a as a solution.

: [00:11:41] When we're bringing two groups together with two separate messages what normally happens with salespeople when they're asked to deliver somebody else's script.

Ward Christman: [00:11:54] Yeah that's tough. I mean most people don't have their own elevator pitch down in terms of their own offering and you know you go down the aisles like a herd of cattle and sheep see you know booze and the words on the back. You know that should be their high level elevator pitch. In a more concise way and a lot of times it's just marketing mumbo jumbo that doesn't say anything about what they really deliver. Right. Or maybe they go too far and they're like you know we helped make your company twice as profitable as ever and that's a great bold claim but okay. How do you know. What do you have. What do you do especially the general shows you know to your point. Larry if you're going to go to a show and co market with a partner which is a fantastic way to do it you know the elevator pitch for each other is important you need to know what their benefit is. But also in context of what your ideal customer would care about. So if you've got a payroll system and you're you know have a partnership with an assessment firm and you know the system helps both in optimizing the quality higher and also optimizing the employee engagement and development of those employees for example how does it fit into a company that thinking about changing their payroll system perhaps once you have that nailed down that's the rehearsal I think you're talking about Larry you know figure that out before the show so when you get there and somebody comes up says well you know we have named names but you know we have ADP. We're thinking of changing the payroll system so what can you guys do four hours instead of well we have a better payroll system we have to integrate with them assessment solutions such as our partner here. And by the way here's one of our mutual clients who happens to be with us as well. Maybe they can tell you more about that. Frankly the best elevator pitch in the world is the customer saying mutual customers and here's what they've done for us and here's why it's so fantastic.

Larry:: [00:13:57] So Brandon if you're listening to this from Rehearsal yes we have. We've seen your product. We were interested in your product. We're now trying to figure out how to integrate your product and we're rehearsing now to bring that together. So let's just continue our discovery. And as a part of what more can I do for the collaboration industry and we are looking for new technology and we'll on future shows be showing you some new technology. We met with one this week that a third call with them which we haven't gotten that far along with with a group that can actually help satisfy the need to be in the middle of the deals. But we're feeling very good about it so too early to announce names but the idea of having the right tools and there and they rehearsed with the right messaging is the most important element. So with that let me let me tell a story this story as I'm leaving Washington D.C. last week. I see Sen. Lindsey Graham and I congratulate him on his successful trip to Israel for the embassy that was opened there and referred to his quote that that basically said. Now it's not a political commentary so please don't take it as that he said if you have a problem with Jerusalem being the capital of Israel take it up with God. So it's a story line. I mean it's a story that's you know that's literally 4000 3000 years old in that situation. But we ended up having a conversation about him. He asked me what I did. Now we're not either very few people to do what we do.The collaboration for or solution sacking an aspect of bringing together vendors. You know how do you how do you explain H.R. tech alliances show. I used you know an example of of a pen that I that I had in my hand I go. This man came from Israel but it came as a tree from Israel which I found at the time that was illegal. So we had a quarantine for five years and there was a there was a it was basically small Jewish like trees. There were olive trees from the north shore of the Sea of Galilee. And he said Well they met Lindsay. Sen. Lindsey Graham said well they perhaps did well because is Israel Alabama not the same. I said no transplanting it's not always easy cross border whether it is what we do on a daily basis which is moving venders from one across border to a new area and try to plant them are are the actual what I do with making plans so I actually had that an extra pen I gave it out to me. I didn't give it to him I said I loaned this to you for 25 years because I didn't like it. In trouble with giving gifts to a senator. But you know the point of it was this was a pen that actually was a tree from Israel. But in Alabama it died. And the only way I'd make ink pens from all trees of is that the the tree died.

: [00:17:19] So I'm getting some benefit of course from the wood but it's not always easy to move across across borders. I'll use an example from the a ph show the payroll show and so now is America as an Israeli group and I mentioned mention it briefly to the senator about what we do and trying to find best of class points solution providers and bring them into the U.S. and so am I meeting with snel America. Anthony Kroger Anthony I knew enough about his time and attendance and access control that I was I was impressed with what they accomplished with this Israeli company. So later on that day I bring him an 8000 employee construction company I'm going I won't mention the name here of the company but the end result of it is I get a nice email from Anthony going wonderful bringing him by the booth. It looks like we're going to have a deal. Now there are other groups that I know in the payroll and that payroll show and I had a Turkish coffee with Tony of AMG and had a great conversation with the attendants on demand. David Redner and but why did I bring them to somebody. That was a new friend not an old friend and it's because of doing the right thing. And this becomes an important element.

: [00:18:49] And later on the show I'll talk a little bit about that experience of bringing up bringing solutions endpoint solution versus suite. But I've been talking too long. So somebody else wanted to give me a chance to take a breath.

Peter: [00:19:04] Sure. So last week I am a member of the CandE Council the Candidate Experience Awards which is a nonprofit organization that was started by Gerry Crispin and Elaine Orler seven years ago and I've been a member of the CandEs Council I think for five years now. And one thing that it's being headed up now by Kevin W. Grossman who is the president of what's called The Talent Board, which is the organization that is the umbrella organization for the Candidate Experience Awards. And there's a ton of really interesting research that the canned candidate experience awards has done which you can find on the Web site which is thetalentboard.org. And they've been doing a series of workshops across the country with former CandE Award winners which are mainly Fortune 1000 companies. It's a very rigorous process to become a CandE winner. You have to be doing things in talent acquisition that speaks to taking care of the candidate and trying to do a better job of bringing candidates in and interviewing. There was an event last week at BASF in Florham Park, New Jersey that I attended and it was standing room only type of a situation was very crowded. A lot of practitioners really interesting conversations taking place around talent acquisition and obviously very specifically around the technologies that companies are using and trying to do a better job of connecting with candidates. And as we all know most most jobs today are you put a job rack out there in India or somewhere and you're going to get three or four hundred submissions will obviously it's almost impossible for anybody who is running an in-house recruiting operate. I again I encourage people who are listening to this vendors as well to go to the talent board dot org and make sure you put 'the' in there. And download the free research that we've been doing for the past seven years.

Ward: [00:21:30] I believe PhenomPeople is one of the global underwriters and they just I think they just announced this week they raised their B round for 22 million I believe it is... Let's pull that up. Yeah 22 million Series B round with AXA Venture Partners. So on the buy side others the venture groups and P firms are certainly buying into the space and people have been doing their for the kind of experience certainly through their product has also been very very very helpful to those employers embrace it. So it's good to see that getting recognized for this thing.

Peter: [00:22:07] Well that's a good segue into the build buy or partner segment of the H.R. tech collaboration podcast. So Larry

Larry:: [00:22:17] Yeah that's part of the build by and partner one of the big things that that war. And I work with is point solution versus suite. Now let let boards discuss a little bit of the shows that he has done where he's led panels in that regard. But it was an interesting video interview that will set foot on a link to it on the side that I did at the APAC show the payrolls show and it was with a European group that started in 79 and England and I mentioned this briefly in the past might have French but there was an interesting quote I think it plays well into what we're what we're doing and the direction that that the vendor solutions are going. Bob Parks their country sales manager basically talks about his CEO saying that each employer should be able to use the solution. They want to use they shouldn't be forced by. And I love the quote by. Arrogance and making you use everything that they have. So there is there is a push there too to open up the API and make that everything in the cloud anyway. It's easy to create that those links like that like from cloud cloud. So you know were discussed a little bit of what you have I guess it's been what four times over the last year that you've actually conducted a panel on this subject.

Ward: [00:24:03] Well yeah there's been some like they are open standards where the point solutions versus the sweet kind of have a open very engaging type collaborative discussion around you know the benefits of both. And you know I've sold for both types of companies in the past. And the is there's always going to be a mix of suites and point solutions if you look at the average customer talking to an integrator last week and the could Modulus and you know what they've started out and the Oracle Cloud helping connect different solutions to Tullio business division things like that. And then they realize that you know high demand for this and other areas. So even with large companies like Oracle their average customer is still going to have at least 10 15 or so different point solutions in-house. And that's just that's just the way you know people want to buy and how they want to you know certain areas are going to want very specific tools. So getting them all to work together is really no challenge without good integrators or good integrations and you know that would explain why there's lots of money flowing into different connectors like a quick pace and we're Picado just announced a strategic partnership to help connect up those different environments and you know we're out as a member of a chartered tech type customers. But that's not even their main focus. But you see in other industries the Swedes versus point solutions can be really dynamic environment to bring these tools together. And you know those that can be figured out and embrace the vendors that are doing that they're going to have the most success and you know that's part of our mission of course to bring them together and they'll be at least four really high quality a tech focused integrators coming to the collaboration zone in Toronto at the end of June. And you know that's a place we can sit down and you know either a roundtable discussion or we're the ones with those groups and talk about mutual customers and how to get more major customers through better integrating these these tools together and that's what the employers want. They just don't know how to do that. So it's up to us to figure that out and that's what keeps it exciting.

Larry:: [00:26:23] One of our clients is a group called the French technology Hub and in 2016 they asked our assistance on a project of a human capital, HR vendor from Paris. And it's kind of interesting.

Larry:: [00:26:39] A lot of Ward amd my work with international vendors that have a unique value prop like mentioning earlier with the with the mindset that Rob parks provided to me at the completion of that video on you know y point solutions and it might offend the other group that the people sphere was a new way to build your human resource information system and uniquely theirs is more than just an integration platform or point to point technology. Yikes. Theirs is bringing together what we see overseas more completely and that's a well-rounded aspect of content expertise and technology. So it took a while to bring them to the U.S. to rebuild their product the more emphasis on the technology because it's the appetite that we in America have. We want to feel rather than the pain of trying to to do it with changing people. We just want to change software providers because it's not working and maybe a new software provider will make it work. So in the people fears situation they allow that. That's a core H.R. solution that that when you outgrown your ATX plug and play another one into into to the network the data is already going to be there. So you know Ward youth you've seen some examples of that. But Peter has fresh eyes on it having done some videos at the Leesha event for people Sfeir. What what are some of your thoughts, Peter?

Peter: [00:28:25] It's really interesting to me how often companies are willing to change their software platforms if they're frustrated and how difficult it is and how how long it actually takes to do this. But again to your point this whole issue around how many different platforms. Most people who work in HR and recruiting have to log into on a daily basis. I think it averages 9 and so if you can have a dashboard that has integrated and connected all of the systems that you are using on a daily basis it just seems to me that that is going to completely transform your productivity on a daily basis and make you more efficient and able to do your job better.

Larry:: [00:29:29] It's great. And you know you'll hear a lot of mentions on this podcast about the data control element because it's it is it is a pain for anybody that owns the direction that they're trying to take their company. Our I.T. vendor level those that own the product roadmap because it is becoming more important to play well with others and that's of course why collaboration is a part of our name to create the collaboration we have that that lemme capture and the data control and everybody in the vendor community wants wants the same thing and that is real collaboration. They want to be in the middle of more deals. So look for new ideas and best practices from two weeks on on how we can help the vendor community get in the middle of more details.

Peter: [00:30:25] And I think there is a huge pain point that you just brought up here. Who really owns the product roadmap in an organization especially let's say a large global organization if you want to bring in new technology who do you have to talk to and who's in charge of that. Is it I.T. who runs this stuff and I think that's part of the bottleneck. When I talked to certainly to practitioners and H.R. leaders it's that that whole aspect of trying to bring new technology and is so painful that oftentimes they don't you know they'll live with what they have. It's sort of like the old story of why do people stay in abusive relationships because that's what they're used to and they're afraid of doing something else. So there are a lot of abusive relationships out there today in HR technology. And I mean how many people do I talk to who tell me they hate their ATS's. Almost all of them.

Ward: [00:31:26] Next week we're going to have a column where you can comment and name those names.

Ward: [00:31:31] Well here we go. It is interesting to walk to the booth and name names like that. But at a trade show too we can do that. But those that have met me the easiest way for me to explain what I do is is eHarmony for for H.R. Venter's show. There is a certain element here. You're right. There is an emotional element here of matching up and staying you know as a couple. May we continue to figure out what are the best practices tools and increase the professionalism of those stakeholders. Ward you have. You could probably name out the different groups that we keep in our database. What are those roles that that actually affect what Peter just mentioned. How do we bring those together the role of of marketing the role of a CTO CIO the role of alliance manager the executive the product manager you've had just about every one of those positions at one time or another. But for the group less thing you know this is not an easy it's not easy to bring together those different roles to help actually establish that roadmap and then you have the outside groups the the analysts and the influencers the consultants. And of course you know since the world revolves around the sales people you have to make sure that they're represented in that discussion as well.

Peter: [00:33:06] Well since we're talking about roles and responsibilities why don't we move on to who's had some job changes and promotions over the last week. Ward?

Ward: [00:33:17] Yeah yeah it's interesting movements out there just going hit a couple of high loads to keep this show from running on too long. But a good example is you know Jeff Waldman who many know very esteemed speaker a presenter a job professional and adviser to a lot of these tech companies. He recently added a position to it like a lot of us wearing multiple hats either inside one company or working for multiple companies or clients he's advisor just signed on as an advisor for smart refer and I think you know that maybe a group will take a look closer at the show in Toronto as I hope they'll be there because he's going to be one of the judges on the startup competition which actually if they're in the competition that will be interesting to see if he obtained his vote as an advisor. But yeah I think it's this just what the major tech companies need is you know outside advice from people that can have a broader view on the industry and especially if you have either been a customer or user and things like that and relates to another guy that been around the internet for a while. Tim Pratte is the new Senior Vice President for Business Development senior vice president and business development leader for Prizm H.R. and they service the P0 industry with some great back office technology to bring together a lot of different solutions in a way that smaller businesses can can get. You know they choose to work with happy he can really help help them retain their workers. And you know certainly hire new ones. And what's interesting that you know Tim's role he was a customer and you know he was the CEO of one of their customers so you know very strategic to outsource and work with with PRISM and. And now that he's joined them full time. His goal is to bring together the service providers that they're working with to ensure that the customers have some innovative products that deliver on their knees needs that's no easy task. So I'm anxious to keep tabs on where is going with it. And of course you know he's got the extreme pleasure to work with Gary Noack who had worked with a bullhorn years ago and fabulous leader fabulous visionary and doing a fabulous job really. So lot of fabulous is right Tony Crage. Well yeah with PRISM bringing in funding and resources and talent like him to really move to the next level. And I have one word to wrap it up. It's fabulous. So stay tuned will keep updates on what prison terms up to and the industry as people move and change it around. That's all I've got for the week. Peter back to you.

Peter: [00:36:20] All right so let's talk a little bit about what's trending on HRmarketer.com. There's a really terrific article from H.R. Daley adviser that I will put a link to in the show notes and it's all about the U.S. Supreme Court ruling last week supporting the legality of class action waivers in employment arbitration agreements. And it's a really in-depth article I certainly encourage anybody who is responsible for those kinds of roles within an organization to check that out. Some of the trending things on H.R. marketer concerted activity labor law protected activity rest breaks and corporate wellness most popular. Here we go again. AI health care sexual harassment machine learning and of course the thing that war didn't want me to mention General Data Protection Regulation GDP are. And how many e-mails have you received in the past week with the change in price privacy regulation things from virtually every company you have any interest in. Right. Yeah I'm surprised I say every day is like a hundred something.

Ward: [00:37:41] Yeah and I think just in the past 24 hours with the deadline here. Everybody I mean what's amazing it's like even if you've unsubscribed were required to send you this right notice. And some are saying if you don't resubscribe we can't send it to you. And it's crazy how all over the map it is from just hey heads up you know here's a link to our updated privacy policy which is nice. It could be archived button and on Mego. Then it's like oh wait a minute you won't hear from us ever again unless you resubscribe and so I don't understand how can be that different for everyone but I guess it's from the past. Right.

Peter: [00:38:22] Thank you.

Ward: [00:38:24] We're not talking about it.

Peter: [00:38:25] We're not talking about that. All right.

Peter: [00:38:28] So anything you guys are reading or listening to that you'd like to share with us?

Ward: [00:38:34] Some great podcasts and tell you with my google home and it's fantastic I'm making a sandwich for lunch and just say hey listen to the H.R. examiner you know podcast and if I listen to it at breakfast or something it just picks up right where I left off as a resume. I love those things. Despite what the news and the press are trying to dig for you know crazy things with today in the news. ALEXA You know we're recording and sending recordings to other people and stuff it's like are you kidding me. One of a good zillion things maybe gets a little funky and my reading the news and podcasts can't say much about books but you know certainly some fabulous podcasts in the tech space and I highly encourage you if you haven't done it. Good move those little home. What do we call this Peter.

Peter: [00:39:27] Google Home.

Ward: [00:39:29] Home well the but just generically I think there's a few out there now of course with links and.

: [00:39:34] Amazon's is the most popular with the Echo line and Apple has a $350 dollar one of course which is I don't know. It's called Apple and. And then the Google Home. But yeah I know it's really interesting and when people I know who use these and most of the people I come in contact with have an echo of some variety because there's like I don't know 15 different Eco' s now or something like that and they really love them. They just use them constantly.

Ward: [00:40:13] Yeah. No it's true. And the thing I love about it and it's hard to do it even on the computer right. But if you get interrupted at least on Google one can say hey rewind twenty seven seconds and rewind 27 seconds.

Peter: [00:40:28] Yeah it's amazing the technology test I can say I hear myself coming up.

Ward: [00:40:33] All right fast forward myself. You know it. Yeah it's a great way to go.

Peter: [00:40:42] So since you brought up the podcasts there's an HBR Idea cast number 6 3 0 which is titled How AI is making prediction cheaper and it's an interview with a gentleman whose name is Avi Goldfarb and he's a professor at the University of Toronto's Rotman School of Management and he explains the economics of machine learning in a branch of artificial intelligence that makes predictions and he talks. It's really a fascinating interview and he talks a lot about recruiting and how companies are using AI in their recruiting process and in and using predictive analytics. So I definitely recommend that particular show. And then there's a Freakonomics radio show that from May 16th that gets into CSR corporate social responsibility and the impact on recruiting and retention and it takes a lot of zigs and zags. The show is titled Does doing good give you license to be bad. Really a fascinating interview. So I recommend that and then total picture we all know total picture how women rise. A terrific interview that I did with Sally Helgeson and Marshall Goldsmith. I definitely recommend those and hope to see you here next week.

Peter Clayton

About Peter Clayton

Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.


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