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Different Ways of Recording our Thoughts HRExaminer Weekly Edition v9.21 May 25, 2018
 
 
Doug Shaw writes, “Open Space Technology is a very liberating, loose framework within which to convene dialogue. I like it a lot.” Read Doug’s latest article, Zenzine: Different Ways of Recording our Thoughts.


All of us know a person who seems to leave a company just before the layoffs, or at just the right time to take advantage of a new economic wave at a competitor. These are Sentinel Employees. Get the early word from Paul Hebert.



Special Event Announcement
The HCM Master Class: Princeton
with Jeanne Achille and John Sumser

Understanding the Human
Capital Marketplace, its Evolution,
and its Future.


Friday (all-day) June 29, 2018
Optional Museum & Dinner Thursday, June 28th
Historic Nassau Inn Palmer Square
Princeton, New Jersey

Learn More »



HRIntelligencer Highlights: “It’s a mistake to call the new wave of intelligent software AI. But, we are making interesting progress towards the next stages of digital tooling. Predictions are becoming inexpensive and people are learning how to predict an amazing array of things.” - John Sumser


John Sumser speaks with Joe Hanna, the founder, and CEO of ENGAGE Talent, an AI-powered recruiting platform. Listen to Joe Hanna on HRExaminer Radio.


On HR Tech Weekly: Salary.com Hits Major Milestones with 15,000 Unique Job Titles, Workday Furthers Data discovery capability within Prism Analytics, Phenom People Raises $22 Million, Indeed Pledges 3,000 New Jobs in Austin, Terminal Raises $13 Million, and Microsoft launches SharePoint Spaces so you can view company content in mixed reality.


  This Week's Articles  
 
Zenzine: Different Ways of Recording our Thoughts
Doug Shaw is exploring Open Space Technology, a liberating framework within which to convene dialogue. Doug shows examples from Open Space events discussing: The Future of Learning Technologies, The Arts in his local borough, and Mental Health. Read Now »





 
Sentinel Employees
“Canaries are called sentinel species. Your organization is an ecosystem as well. And you too have sentinel species. You may not know it. You may not have identified them yet. But they are there.” - Paul Hebert
Read Now »





HRIntelligencer 2.19
“It’s a mistake to call the new wave of intelligent software AI. But, we are making interesting progress towards the next stages of digital tooling. Predictions are becoming inexpensive and people are learning how to predict an amazing array of things.” - John Sumser Read Now »





 
HRExaminer Radio – Executive Conversations: Episode #277: Joe Hanna John Sumser speaks with Joe Hanna, the founder, and CEO of ENGAGE Talent, an AI-powered recruiting platform. Joe has over 25 years of global experience in enterprise applications, analytics, and SaaS. He holds an MBA degree from Duke University where he was named a Fuqua Scholar. Joe is also a competitive sailor who enjoys long range ocean races and offshore navigation. Listen Now »




 
HR Tech Weekly: Episode #173: Stacey Harris and John Sumser
Salary.com Hits Major Milestones with 15,000 Unique Job Titles, 225 Industries, Workday Furthers new Data discovery capability within Prism Analytics, Phenom People Raises $22 Million in Series B Funding, Indeed Pledges 3,000 New Jobs in Austin, Terminal Raises $13 Million Series A Funding, and Microsoft launches SharePoint Spaces so you can view company content in mixed reality. Listen Now »



  Live and Upcoming Events  
  • Special Event Announcement
    The HCM Master Class: Princeton
    with Jeanne Achille and John Sumser
    Friday (all-day) June 29, 2018
    Optional Museum & Dinner Thursday, June 28th
    Historic Nassau Inn Palmer Square
    Princeton, New Jersey
    Learn More »

HRExaminer Radio
  • HRTech Weekly Radio Show
    Thursday, May 31, 2018
    7AM Pacific / 10AM Eastern
    Listen Live »


  • HRExaminer Executive Conversations
    Devin Wardell Cook
    Executive Producer of the
    Inclusive Innovation Challenge (IIC)

    Friday, June 1, 2018
    7AM Pacific / 10AM Eastern
    Listen Live »


     
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Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here.

HR Tech Weekly Episode: 173
Air Date: May 24, 2018

 

This Week

 
Salary.com Hits Major Milestones with 15,000 Unique Job Titles, 225 Industries, Workday Furthers new Data discovery capability within Prism Analytics, Phenom People Raises $22 Million in Series B Funding, Indeed Pledges 3,000 New Jobs in Austin, Terminal Raises $13 Million Series A Funding, and Microsoft launches SharePoint Spaces so you can view company content in mixed reality.
 

  • Salary.com Hits Major Milestones with 15,000 Unique Job Titles, 225 Industries Link »
  • Workday Furthers new Data discovery capability within Prism Analytics Link »
  • Phenom People Raises $22 Million in Series B Funding Link »
  • Indeed Pledges 3,000 New Jobs in Austin Link »
  • Terminal Raises $13 Million Series A Funding Link »
  • Microsoft launches SharePoint Spaces so you can view company content in mixed reality Link »

 

About HR Tech Weekly

Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here.

HR Tech Weekly Episodes

Subscribe to Podcast or Download

Subscribe in iTunes

Subscribe via RSS for any Smartphone, Podcatcher, or device via our
RSS Podcast Subscription

Downloadable MP3 Audio File

 
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“Canaries are called sentinel species. Sometimes they are referred to as indicator species or sentinel organisms.”

Sentinel Employees. Do you have them? Do you use them?

“First to fall over when the atmosphere is less than perfect
Your sensibilities are shaken by the slightest defect
You live your life like a canary in a coalmine
You get so dizzy even walking in a straight line.”

The immortal words of Sting when he was still a lad in the Police. Canaries in coal mines.

For those with no internet, no desire to do a quick search, or who live in Rio Linda, canaries were used in coal mines to act as environmental early warning systems for the coal miners. Canaries were more sensitive to changes in the environment in the mine – specifically levels of carbon monoxide – and would get sick long before the levels of toxin would be harmful to the human miners. When the miners saw the canary drop off the perch, they knew it was time to get to the elevators and get out of the mine before the atmosphere was too toxic for them.

Canaries are called sentinel species. Sometimes they are referred to as indicator species or sentinel organisms. These organisms can, and are, used to provide insight and information into an environment. Mussels and oysters are used to understand changes in an ocean environment because they are well understood by the scientists, they are pretty much stationary, they exist on one of the first rungs of the ecosystem, and they are a key element of the overall environment. What happens to oysters and mussels can be a pretty good indicator of what is happening in general in the environment – and maybe more importantly – what WILL happen in that environment. Like the canaries in the coal mines, if the oysters start exhibiting problems like an increase in toxins in their systems there is a good probability that same problem will start to affect other species.

Current and Future Problems

Your organization is an ecosystem as well. And you too have sentinel species. You may not know it. You may not have identified them yet. But they are there. I know it because I’ve worked with them in the past and have been extremely envious of them. So have you.

Paul Hebert, HRExaminer.com Editorial Advisory Board Contributor.

All of us know a person who seems to always leave a company just before the layoffs, or at just the right time to take advantage a new economic wave at a competitor. Friends leave companies for greener pastures while we sit an scratch our heads wondering what made that person leave? We ask ourselves why they would give up a great job at a great company with few worries?

Then a few months (or in some cases years) later, the bottom drops out of your company. You’re RIFFed. You’re now calling your friend asking if there are openings where they work.

Your friend was a sentinel employee. Through natural or unnatural means they knew something wasn’t right and they needed to move on. They were attuned to changes in the organization that gave them the heads up it was time to look for the exit sign.

But how do you find sentinel employees in order to check their vitals and see if they are picking up any toxins in the corporate environment?

It may not be easy, but it is possible.

Finding Your Sentinel Employees

First of all – sentinel employees are rarely your top (or bottom) performers. Sentinel employees are in many respects average performers. They are not the people you wish would leave – or the employees you hope don’t leave. That is one reason they are difficult to find. Sentinel employees are not holding on to their job for dear life because they know they suck, nor are they staying because they are currently top performers on the highest rung of the pay and prestige ladder within the company.

Sentinel employees are the core. They are the people that make the trains run on time and get little notice for it. So don’t immediately go to the list of top performers who left and assume those are the sentinel employees. History is your best teacher when identifying sentinel employees. Turnover records juxtaposed with major changes in your company or the overall business model/environment is the place to start.

First you have to identify problems your company had in the past. The best ones to look for are the problems no one really saw coming but were easy to spot in hindsight – the Black Swan event. It doesn’t do any good to check turnover after it was announced you just had the worst year in recorded history. Even the dumbest employee will leave then (maybe.) But the employee that left before the event that “everybody” seemed to know about in hindsight – those are the people who you’re interested in. They saw something no one else saw coming. Check more than one event.

Start looking for patterns.

Was it a department that seemed to always have higher turnover right before a negative change?

Was it a group of employees who social networks intersected (some social network analysis could go a long way to helping here)?

Were the employees who left before the problem associated with the problem? (#Protip: That may be a whole ‘nother issue you need to address.)

From that information, craft a persona based on profile of those that left the company within a reasonable time frame before, or right at, those points in the company history. Apply that persona to your current employee roster. Does anyone fit the bill? If so now is the time to reach out and have a discussion with them. Find out what they are thinking. Probe. Ask. Dig deep. Many times they won’t really know why they feel the way they do. They just do.

A good manager, a good HR department, will find the sentinels and do the work to avoid the possible disaster that these sentinels are signaling.

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HRx Radio – Executive Conversations: On Friday mornings, John Sumser interviews key executives from around the industry. The conversation covers what makes the executive tick and what makes their company great.

HRx Radio – Executive Conversations Guest: Joe Hanna
Episode: 277
Air Date: May 18, 2018
Sponsor: Ceridian: HCM Software, Payroll Processing, HRIS Management. Human Capital Management from Ceridian helps transform your business payroll processing, workforce management and talent management in a single HRIS solution. Visit Ceridian.
 

Guest Bio

Joe Hanna, is the founder and CEO of ENGAGE Talent, the world’s first AI-powered platform to combine Talent Mapping, Competitive Intelligence, Passive Candidate Sourcing, and Outbound Recruiting in one brilliant Candidate Identification and Engagement engine.

Joe has over 25 years of global experience in enterprise applications, analytics, and SaaS. Joe has established and successfully led the growth of a number of businesses with large companies including Oracle and CSC in addition to startups and small firms including OneNeck, Tenzing, and Angoss.

He holds an MBA degree from Duke University where he was named a Fuqua Scholar. Joe is also a competitive sailor who enjoys long range ocean races and offshore navigation.


 

Subscribe to Podcast or Download

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This Week

 
It’s a mistake to call the new wave of intelligent software AI. But, we are making interesting progress towards the next stages of digital tooling. Predictions are becoming inexpensive and people are learning how to predict an amazing array of things. The next era will be one in which we have a nearly infinite array of forecasts from which to choose.

And, that will be the hard part. Knowing which predictions bring value and which fail to deliver will be a hard ongoing occupation and preoccupation. Every one of the laboratories engaged in predictions research is wrestling with a small piece of the whole picture. It turns out that the technology varies based on the question you are asking. It also turns out to be the case that any evidence can be used to support multiple different points of view. While lawyers have always known this, the rest of us didn’t always have access to the wide variety of stories that can be told with a single pile of evidence.

Some of this week’s links are advanced forms of the hand-wringing that is a part of the phase of development. Intelligent technology, heralded as the destroyer of work and the prelude to the Singularity, is more mundane than we initially guessed. But, rather than the end of something, the coming scrutiny will strengthen the final result.

Enterprise software and the problems that it solves are different from tools focused on individual consumer transactions. While we are a very long way away from a broad organizational AI, there are many smaller problems that can be addressed with today’s tools. 

– John Sumser

Big Picture
  • A.I. Is Harder Than You Think. A New York Times opinion piece suggesting that the current wave of intelligent tools is a failure. This will be widely read and represents the exact sort of partial ignorance that will plague the next year or so of news. The real discoveries in intelligent tooling are happening in the hundreds of small labs around the planet. Companies like Google must attempt to deliver ‘home-run technology.’ The rest of the scientists working on this project have to settle for incremental progress. The author is right that AI is not as easy as its made out to be and mistaken for suggesting that the process is a flop.
HR’s View
  • Your Words May Predict Your Future Mental Health. Interesting TED talk about the possibility of using one’s use of language to forecast their evolution. Mariano Sigman is a neuroscientist who thinks that language can be objectively assessed with algorithms capable of understanding subtle cues as indicators of mental health. It’s easy to imagine that this sort of thing would be integrated with future performance management systems.
  • Demystifying AI. Great article in HRExecutive by John Sumser. Details the AI track at this year’s HR Technology conference inLass Vegas (early September). Also includes key questions for vendor evaluations.
Execution
  • The Fraud Triangle. This theory underpins social network analysis tools that examine the organization continuously to spot indications of potential fraud. It’s sort of a Minority Report approach to organizational security.
  • Buyer’s Guide to HR AI Vendors. From Salary.com. Useful set of fundamental questions.
Tutorial
  • What is a blockchain? Unpacking the complexity of blockchain, term by term. Bookmark this fantastic glossary.
  • From Machine Learning to Machine Unlearning. Making our machine assistants more useful means they will have to know how to unlearn. Today, that means starting from scratch. You’d want your tools to be able to unlearn when they are discovered to be:
    • using the wrong data
    • using wrong rules
    • using wrong features
    • using wrong model performance metrics
    • failing to discover hidden data or features
  • GDPR and Internet Security. Are They Incompatible?  In order to detect intrusion, bots, spammers, scammers, and fight Internet crime in general, you need to store and monitor a number of metrics for a certain amount of time, at the individual level (not just aggregates): IP addresses, details about all HTTP requests from all users (and cross-correlate them), including country of origin, timestamp and much more, and perform advanced statistical analysis. The NSA does that all the time, it is actually what they are supposed to do.  How can you perform these tasks, and yet comply with GDPR? GDPR forces you to comply with some regulations to protect privacy, while maintaining security forces you to comply with some opposite regulations. It seems impossible to be compliant with both. How do you do it?
Quote of the Week

“As Google concedes, the trick to making Google Duplex work was to limit it to “closed domains,” or highly constrained types of data (like conversations about making hair salon appointments), “which are narrow enough to explore extensively.” Google Duplex can have a human-sounding conversation only “after being deeply trained in such domains.” Open-ended conversation on a wide range of topics is nowhere in sight.

The limitations of Google Duplex are not just a result of its being announced prematurely and with too much fanfare; they are also a vivid reminder that genuine A.I. is far beyond the field’s current capabilities, even at a company with perhaps the largest collection of A.I. researchers in the world, vast amounts of computing power and enormous quantities of data.”

About

 
Curate means a variety of things: from the work of vicar entrusted with the care of souls to that of an exhibit designer responsible for clarity and meaning. At the core, it means something about the importance of empathy in organization. HRIntelligencer is an update on the comings and goings in the Human Resource experiment with Artificial Intelligence, Digital Employees, Algorithms, Machine Learning, Big Data and all of that stuff. We present a few critical links with some explanation. The goal is to give you a way to surf the rapidly evolving field without drowning in information. We offer a timeless curation of the intersection of HR and the machines that serve it. We curate the emergence of Machine Led Decision Making in HR.

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Zenzine : Different ways of recording our thoughts

 
I was a guest at an Open Space event discussing Paradigms of Mental Health this week.

Doug Shaw, HRExaminer Editorial Advisory Board Contributor

Open Space Technology is a very liberating, loose framework within which to convene dialogue. I like it a lot, I use it often in my work and when I’m aware of other events where the technology is to be applied, I try and make an effort to get along. So far this year, I’ve been involved in Open Space events discussing:
  • The Future of Learning Technologies
  • The Arts in my local borough
  • Mental Health

I often note take when I’m at these events, and for some reason, Open Space tends to bring out the artist in me.

Here’s the sketch note I made at the learning technologies event
 
 

 
 
At the arts event, I proposed a session called ‘Would You Like to Paint?’ where instead of talking, we just made art together. Here’s some of our work.
 
 

 
 
At the mental health event, I was introduced to a new device, called The Zine. We were given a piece of paper, folded with a few cuts in it, and invited to record thoughts and ideas as we conversed. The way the paper is cut means you can refold it into many shapes, which in turn means the things which you originally noted adjacent to one another, can effectively be repositioned. Here are some photos showing side one and two of my zine, and a folded version.
 
 

 
 

 
 

 
 
I love how, as you move from conversation to conversation, taking notes as you go, the notes can be refolded and repositioned, taking the dialogue in new and unexpected directions. Very zen.

– Doug Shaw
 
 
 

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How Job Seekers Discover Jobs
is Actually Changing HRExaminer Weekly Edition v9.20 May 18, 2018
 
 
Jeff Dickey-Chasins highlights how Google and Facebook’s new offerings have made dramatic changes in job discoverability. Read, How Job Seekers Discover Jobs is Actually Changing.


Heather Bussing explains how technology Product Managers are designing how you work. Where People and Tech Collide.



Special Event Announcement
The HCM Master Class: Princeton
with Jeanne Achille and John Sumser

Understanding the Human
Capital Marketplace, its Evolution,
and its Future.


Friday (all-day) June 29, 2018
Optional Museum & Dinner Thursday, June 28th
Historic Nassau Inn Palmer Square
Princeton, New Jersey

Learn More »



HRIntelligencer Highlights: John Sumser is noticing that great video content on the topic of AI and intelligent software isn’t widely shared. We set that right by featuring the YouTube channel of Rob Miles, a British AI theorist.


John Sumser speaks with Matt Hendrickson, Founder and CEO of the Ascendify talent acquisition platform. Listen to Matt Hendrickson on HRExaminer Radio.


On HR Tech Weekly: John and Stacey discuss GDPR and Data Trade Wars, LinkedIn’s new 1-click apply, HireVue Acquires MindX (AI-Based Talent Assessments Suite), Parsable secures $40M investment to bring high tech to deskless industrial workers, and Oracle acquires machine learning platform Datascience.com.


  This Week's Articles  
 
How Job Seekers Discover Jobs is Actually Changing
“Now we are entering a new age of discovery. Yes, candidates are still discovering job sites via search engines - but Google has ‘regularized’ the job posting, punishing those that don’t follow their schema, and rewarding those that do.” - Jeff Dickey-Chasins
Read Now »




 
Where People and Tech Collide
Why should you care about product managers? Because these are the people designing how you work.
Read Now »






HRIntelligencer 2.18
“As I observe the unfolding of intelligent software, I’m noticing that the great video content on the topic is not being widely shared. This week, we feature Rob Miles, a British AI theorist.” - John Sumser
Read Now »





 
HRExaminer Radio – Executive Conversations: Episode #276: Matt Hendrickson John Sumser speaks with Matt Hendrickson, Founder & CEO of the Ascendify talent acquisition platform. Matt founded Ascendify to help talent leaders at global companies simplify their complex talent management and recruiting systems.
Listen Now »




 
HR Tech Weekly: Episode #172: Stacey Harris and John Sumser
John and Stacey discuss Stacey’s presentation on GDPR and Data Trade Wars at UNLEASH AMERICA, LinkedIn to roll out 1-click apply, HireVue Acquires MindX (AI-Based Talent Assessments Suite), Parsable secures $40M investment to bring high tech to deskless industrial workers, and Oracle acquires machine learning platform Datascience.com. Listen Now »



  Live and Upcoming Events  
  • Special Event Announcement
    The HCM Master Class: Princeton
    with Jeanne Achille and John Sumser
    Friday (all-day) June 29, 2018
    Optional Museum & Dinner Thursday, June 28th
    Historic Nassau Inn Palmer Square
    Princeton, New Jersey
    Learn More »

HRExaminer Radio
  • HRTech Weekly Radio Show
    Thursday, May 24, 2018
    7AM Pacific / 10AM Eastern
    Listen Live »


  • HRExaminer Executive Conversations
    Ankit Somani
    co-founder of AllyO,
    creator of AI recruiter Ally

    Friday, May 25, 2018
    7AM Pacific / 10AM Eastern
    Listen Live »


     
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Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here.

HR Tech Weekly Episode: 172
Air Date: May 17, 2018

 

This Week

 
John and Stacy discuss Stacey’s presentation on GDPR and Data Trade Wars at UNLEASH AMERICA, LinkedIn to roll out 1-click apply, HireVue Acquires MindX (AI-Based Talent Assessments Suite), Parsable secures $40M investment to bring high tech to deskless industrial workers, Oracle acquires machine learning platform Datascience.com, John mentions The HCM Masterclass he’s teaching with Jeanne Achille in Princeton June 29th and Stacey reminds everyone that The Annual Sierra-Cedar Systems Survey closes June 8th.
 

  • Stacey’s presentation on GDPR and Data Trade Wars at UNLEASH AMERICA (previously HR Tech World) Link »
  • LinkedIn to roll out 1-click apply Link »
  • HireVue Acquires MindX (AI-Based Talent Assessments Suite) Link »
  • Parsable secures $40M investment to bring high tech to deskless industrial workers Link »
  • Oracle acquires machine learning platform Datascience.com Link »
  • John mentions The HCM Masterclass he’s teaching with Jeanne Achille in Princeton June 29th Link »
  • Stacey reminds everyone that The Annual Sierra-Cedar Systems Survey closes June 8th Link »

 

About HR Tech Weekly

Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here.

HR Tech Weekly Episodes

Subscribe to Podcast or Download

Subscribe in iTunes

Subscribe via RSS for any Smartphone, Podcatcher, or device via our
RSS Podcast Subscription

Downloadable MP3 Audio File

 
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Mind the Product is a conference for “product managers,” the people who design, build, and manage the creation of new software and tech products. I went as the photographer. I came away with hope for people and tech.

Why should you care? Because these are the people designing how you work.

I expected to listen to nuts and bolts of software design and user-experience. I figured there would be a lot of bitching about executives and investors demanding that products get launched before they were ready, or anyone knew what they were for. I imagined managers complaining about how software engineers just care about cool tricks and gizmos, not whether anybody else can actually use it. I was sure there would be tips for how to manipulate users to do what you want them to. And there was all that.

What I did not expect was to hear words like: human, empathy, curiosity, compassion, ethnography, worthy, and kindness.

It turns out everyone is struggling with how to use tech without being consumed by it. Start ups have all the same problems the rest of us have. The executives want profit as soon as possible with as little risk as possible. Workers want freedom, autonomy, and resources to do great work. And the managers in the middle want them both to pull their heads out and launch something, preferably something that works. Useful is a bonus.

It also turns out that when you are building something new, and creating ways of doing things that did not exist before, what you really need to do is try stuff out and just see what works. You can have all the planning, theory, meetings, scrums, stand ups, status reports, and process in the world. But these things are mostly a waste of time and resources. They do not reduce risk or increase profit. They just give the illusion of control, while reducing the time for actual work to be accomplished.

These are universal truths that apply to all work. Not just start ups and tech.

And I was delighted to see so many brilliant creative people struggling with these great questions — the human questions.

I was also absolutely blown away by the design and execution of the conference itself.  It was one track with one stage. Speakers were chosen based on merit and having something interesting, helpful, and entertaining to say. Go figure. Sponsors were there, friendly, relaxed and not the featured content. Registration was quick, easy, and moved directly into coffee, scones, and networking.  Lunch was delicious, quickly in the hands of attendees, and there was a nice long break to chat with people or catch up on a little work. The final session started at 5:45 and, despite the long lunch and late evening, the house was packed through the final speaker, until the venue kicked everyone out. It was a joy to be part of an event concerned about design that walked its talk.

So next time, you decide to call a meeting, create a new form, or policy, or process, ask yourself what it is like to be on the receiving end of that form, policy, and process. Are you solving one problem and creating another?

Does it really matter?

Resources:

Listen to Mind the Product talks here.

Disclosure: I was paid to be the photographer for the event. I decided to write this because I had such a great day and wanted to say it.

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HRx Radio – Executive Conversations: On Friday mornings, John Sumser interviews key executives from around the industry. The conversation covers what makes the executive tick and what makes their company great.

HRx Radio – Executive Conversations Guest: Matt Hendrickson, Founder & CEO Ascendify
Episode: 276
Air Date: May 11, 2018
Sponsor: Ceridian: HCM Software, Payroll Processing, HRIS Management. Human Capital Management from Ceridian helps transform your business payroll processing, workforce management and talent management in a single HRIS solution. Visit Ceridian.
 

Guest Bio

Matt Hendrickson, founded Ascendify to help visionary talent leaders at global companies simplify their complex talent management and recruiting systems. Matt brings 25-years of enterprise product leadership within the human capital industry to Ascendify. He started his career as the founder of ResumeMaker Workforce Solutions, a market-leading cloud platform that earned several patents and numerous HR awards for reimagining the candidate’s experience.


 

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