AI Charting the HR Landscape

Published in

Latinx In Power

12 min readNov 28, 2023

Based on an episode with Hernan Chiosso 🇦🇷

Welcome to Latinx in Power, a podcast aiming to help to demystify tech, the way we do that is by interviewing Latinx and Caribbean leaders all over the world to hear their perspective and insights.

In this episode, we had a conversation with Hernan Chiosso (he/him), an HR innovation leader with over 25 years of experience in software development and product management. Hernan serves as a Lead Volunteer at U.S. Digital Response and is the Founder of ProductizeHR. He also mentors graduates and startups globally and holds certifications in SPHR, Scrum, and Design Thinking.

During this episode, Hernan delves into topics such as AI’s impact on HR processes, disruptions in the job market caused by AI, and his vision for AI’s future role in the HR industry over the next decade.

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What does it mean to be a Latino for you?

I’ve thought about this question, and to be completely fair, I don’t think most people in Argentina identify themselves as Latinos. It’s a perspective that becomes evident once you leave Argentina and start encountering people who share more similarities with you than the people in the country you’ve moved to. I have a theory about this, and I believe it goes beyond just being Latino. It’s about embracing a Mediterranean culture that we perceive as Latino because, in Argentina, we’ve inherited elements from both Italians and Spaniards.

In Mediterranean culture, people have been communicating, trading, and interacting for thousands of years, resulting in a rich hybrid culture. You can find commonalities in the culture of the southern regions of Spain, Italy, Greece, Turkey, and possibly even Morocco. There are shared cultural elements. Imagine when a boat arrived at a port in a Mediterranean village — it was met with anticipation. ‘Here’s someone we can trade with, communicate with, and connect to.’ In contrast, in the northern parts of Europe, seeing a boat approach might have led to reactions like, ‘Oh, Vikings! Hide and run away.’ It’s possible that the northern cultures leaned more towards isolation, while Mediterranean cultures were more open to interaction.

This cultural openness extended to how foreigners were treated, with established protocols for hospitality often referred to as ‘ritualized friendship.’ This context might explain the sense of community within the Latino identity. Regardless of whether you’re from Argentina, Brazil, or Mexico, there’s a feeling of closeness and familiarity when you encounter other Latinos anywhere in the world.

How has AI influenced and transformed various HR processes in recent years?

Artificial intelligence is particularly valuable in fields where vast amounts of data need processing, as AI excels in this regard. Naturally, HR, which generates substantial data, was an early adopter of AI. One of the initial implementations of artificial intelligence in HR was in recruitment and candidate sourcing. AI was employed to assess whether a candidate was suitable for a position or if a lead sourced from a large candidate database could be a good match.

Another significant use case is people analytics, which involves analyzing an organization’s data trends. This allows for the anticipation of events, identification of patterns, and tracking of trends to make resource utilization more efficient. Anticipating skill needs or identifying when an employee might be seeking a career change can help prevent attrition and contribute to employee growth. These aspects constitute two essential components of AI in HR.

Subsequently, a more recent revolution in HR and AI has involved chatbots and communication with employees and candidates in a manner that simulates human interaction. This has had a considerable impact on understanding and tracking employee engagement and encouraging engagement through nudges and similar approaches. HR generates substantial data within an organization, making AI an excellent ally in these efforts.

AI is now extensively employed in skill-driven organizations. Companies are moving away from traditional job descriptions and focusing on identifying the skills required for a job. This allows organizations to assess their employees’ skill sets and identify candidates internally who possess the required skills. Hiring from within not only streamlines the process but also provides growth opportunities for existing employees who are already familiar with the organization.

In specialized industries, this approach is particularly beneficial. Employees with expertise in certain areas can transition to new roles more swiftly, as they are already acquainted with the organization’s unique attributes. For instance, a sales or customer support professional within the organization may adapt to an associate or junior product manager role more easily than an external hire, particularly when dealing with industry-specific nuances.

How can HR professionals embrace AI while ensuring a human centric approach to employee experiences?

The first step in utilizing AI effectively in HR is education. HR professionals should start by educating themselves on how to use these tools. However, it’s crucial to understand that AI is a tool, not a replacement for human judgment. It will only work as directed and curated by humans.

I’ve coined a slogan that encapsulates this: ‘AI is reasonable, not rational.’ The results you obtain from AI may seem reasonable, but they lack the underlying rational decision-making processes. Therefore, it’s essential to complement AI with human insight. HR professionals should also consider learning related tools like Python, which is becoming more accessible through platforms like Microsoft Excel.

Furthermore, there is a wealth of low-code and no-code tools available, allowing HR professionals to develop customized solutions without relying solely on IT departments or budget constraints. This empowers them to create tailored tools to meet specific HR needs.”

Regarding the discussion about biases:

“There has been substantial progress in addressing biases in HR decision-making through AI. One significant area of focus has been anonymizing resumes to minimize bias in candidate evaluation. Studies have shown that resumes with names that ‘sound’ black receive less attention from hiring managers. AI can help anonymize several aspects, including names, ages, and even the schools candidates attended.

In an effort to promote diversity, many companies are now looking past the prestige of educational institutions, recognizing that school selection can introduce bias. By doing so, they aim to create a more diverse candidate pool.

AI is also beneficial for translations, which can facilitate communication among people who speak different languages and enhance accessibility for individuals with disabilities. However, it’s important to remember that AI is a tool and should not be entirely relied upon. HR professionals should exercise caution to avoid introducing biases in the AI’s results. The lack of observability in AI training data can lead to biased outcomes.

For instance, some image generation models have demonstrated biases based on prompts. When asking for an image of a doctor, the AI might produce an image of a white male. To mitigate this, careful prompting and curation of AI output are essential to counteract existing biases.

Finally, true diversity and inclusion involve not only counting numbers but also ensuring that underrepresented groups are part of the conversation at every level of an organization. Diversity should extend from ideation and design to implementation and moderation. This comprehensive approach ensures that different perspectives are considered and represented.

How are we going to make changes?

I believe it’s also crucial to recognize the importance of role models and aspirational figures within a community. When society tends to typecast certain groups, such as Latinos, by suggesting that their primary career paths are limited to music or sports, it can shape the aspirations of young individuals. While there’s nothing wrong with pursuing careers in music or sports, it’s essential to broaden these horizons and inspire people to explore a multitude of possibilities.

Part of this process involves understanding that even those who gained fame as athletes or musicians often possess remarkable business acumen. They have effectively built empires around their personal brand and image, making them aspirational figures in the business world as well.

Consider the case of Lionel Messi, one of Argentina’s most celebrated figures. Beyond his exceptional football skills, Messi has made savvy business decisions. For instance, when he joined Inter Miami, he negotiated a deal that included a share of Apple TV subscriptions that doubled due to his presence in the MLS. He also secured a portion of the profits from Adidas sports kits and T-shirts. These are examples of astute business ventures that transcend the traditional roles assigned to individuals, showcasing the potential for Latinos to excel in various fields, including business.

In essence, inspiring people by presenting a diverse range of possible future selves is essential to challenging and changing these stereotypes and limited perspectives

What are the potential job market disruptions caused by AI in HR and how can professionals prepare for these changes?

I believe that becoming data literate is essential in today’s world for success in any role you pursue, especially if you aim to work for a large company. Data literacy is crucial because it enables you to comprehend the information you work with and to craft your own narrative using data. This skill allows you to avoid depending on others’ interpretations since every perspective on data carries some degree of bias. When you frame reality through data, you inevitably introduce bias, but being data literate empowers you to construct your own framework and understand the perspectives of others. Thus, I consider data literacy an essential tool that everyone should incorporate into their skill set to prepare for the advancements brought by AI.

Regarding the transformations AI is ushering in, there was a fascinating article by Cassie Kozyrkov, the Chief Decision Scientist at Google. She provides valuable content and has a video titled “Making Friends with Machine Learning,” initially intended for internal Google use but now accessible to everyone. The video offers approximately eight hours of easily digestible explanations on various AI and machine learning concepts. In a recent article, Cassie differentiates between “thinking” and “funking.” Funking refers to repetitive and mundane tasks that can be easily automated.

Cassie’s point is that while funk-type work is on the decline, thinking remains indispensable. Many of the monotonous and automatable tasks we perform today are at risk of being automated. If your value creation depends primarily on the volume of repetitive tasks you complete, your job may be in jeopardy because AI is likely to surpass your efficiency in that regard. Therefore, it’s crucial to transition into a role where the majority of your work involves thinking rather than repetitive tasks.

How do you envision AI’s role in the HR industry in the next decade? How do you see that?

We’ve previously discussed AI’s proficiency in managing data, its ability to handle repetitive tasks without fatigue or error, and its progress in mimicking human interactions. Some AI chatbots have become increasingly user-friendly, to the point where it can be confusing for some. However, I find this development exciting. For instance, I enjoy using ChatGPT and especially Pi, a tool from Inflection, for brainstorming. It’s a fantastic way to express your thoughts without necessarily engaging in a large forum. By using AI, you can articulate your ideas, and sometimes, when using an audio interface, you can even hear yourself, which can provide valuable insights into your thought process. Engaging with an AI tool in this manner can be a form of self-coaching. Thus, I believe AI can bring about transformation in this regard, as it becomes an extension of oneself.

In this perspective, I believe that HR can benefit significantly from implementing AI. However, it’s crucial to exercise caution in determining what tasks AI should handle versus those that require a human touch. Additionally, HR can play a crucial role in the ethical use of AI, especially in addressing bias issues. HR is typically well-equipped to address bias concerns, making it a privileged position to lead discussions on how AI is implemented within an organization, rather than merely deferring to marketing, business, or engineering departments.

Do you think we’ll still have resumes in 10 years?

I believe not. In fact, I think the phase-out of resumes should begin sooner. It’s widely known that resumes are an imperfect representation of a candidate’s value. While they are convenient for both applicants and recruiters, they fall short in truly assessing a candidate’s suitability. Today, you can even use ChatGPT to refine your resume and cover letter, but this doesn’t necessarily make you a strong candidate.

Moreover, I think it’s not just resumes that are becoming obsolete. Job descriptions are also on their way out, primarily due to the shift towards skills-based organizations. If you examine your daily tasks compared to what your job description stated, you’ll likely notice discrepancies. Often, it’s the underlying skills that lead to success, rather than what’s outlined in the job description. I foresee job descriptions being used less frequently in the future, with other tools focusing on granular skills becoming more accurate indicators of a candidate’s potential value to a job.

Which resource helped you in your journey?

In recent years, I’ve dedicated a lot of time to reading, and I’ve come across several books that offer fresh perspectives on various topics. I particularly enjoy books related to product management because I see a significant overlap between product management and HR. Marty Cagan’s books, “Inspired” and “Empowered,” have been particularly enlightening in this regard.

Entrepreneurship is another area of interest for me, and Peter Thiel’s book “Zero to One” stands out as a source of condensed wisdom. There are so many insightful phrases in that book that I’d consider printing on a T-shirt.

Books exploring human behavior have also captured my attention, as they align with my passion for the intersection of technology and talent. Dan Ariely’s “Predictably Irrational” is an excellent read for gaining an understanding of why we behave the way we do. Similarly, Dr. Edward Deci’s book, related to self-determination theory, delves into the topic of intrinsic motivation, emphasizing its sustainability and healthiness compared to extrinsic motivation.

I’d also highly recommend “Atlas of the Heart” for its ability to help readers put accurate labels on their emotions, facilitating discussions and understanding. As the saying goes, if you can’t name something, you can’t truly understand or define it.

For those interested in negotiation, Chris Voss’s “Never Split the Difference” offers valuable insights, especially in situations where compromising doesn’t suffice. Voss draws from his experience as an FBI negotiator to provide alternative solutions beyond splitting the difference.

For HR professionals, “Fierce Conversations” by Susan Scott is a must-read, focusing on meaningful conversations and feedback. Providing feedback on poor performance requires conveying urgency and useful information, which this book addresses. Complementing this, “Radical Candor” by Kim Scott emphasizes intentional feedback, steering clear of the trap of ruinous empathy, where protecting relationships takes precedence over providing necessary feedback. It’s essential to remember that being nice isn’t the same as being kind.

Where can people find you?

I’d be delighted to continue our discussion on this topic, as I share your belief in its importance. Your newsletter, “ProductizeHR,” which explores the intersections of product management, HR, technology, and agility, sounds like a valuable resource. I encourage others to check it out at productizehr.com.

You can also find me on LinkedIn, where I’m always open to connecting with professionals interested in these topics. I’m actively involved as a board member of the “Latinx Professionals” group, where we engage in meaningful discussions and initiatives.

Additionally, I participate in mentoring through ADPList, and I find it incredibly rewarding. Giving back to the community while gaining insights from individuals worldwide is a remarkable experience. I often share a story about a mentoring session with a designer from Iran during a tumultuous time in her country. It was a powerful reminder of the real-world impact of global events on people’s lives. Through mentoring and connecting with individuals from diverse backgrounds, we can gain a deeper understanding of different cultures and perspectives, which is something I truly cherish.

Mentoring offers a unique opportunity to go beyond what the media portrays and establish authentic connections with individuals worldwide. It’s a valuable way to foster mutual learning and cross-cultural understanding.

I hope you enjoyed the podcast. We will have more interviews with amazing Latinx leaders the first Tuesday of every month. Check out our website Latinx In Power to hear more. Don’t forget to share comments and feedback, always with kindness. See you soon.

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