- 1. Advanced WorkplaceRobots andImplications forRecruitment
StrategiesGarry G. Mathiason, Esq.Chairman of the BoardLittler
Mendelson, P.C.Wednesday, April 17, 2013
2. During the next 50minutes, you are invited tojourney into the
near futuretransformation of theworkplace powered byAdvanced
Robotics andArtificial Intelligence. 3. This journey will lead
topractical recommendationsfor recruiting strategies thatcan be
implementedtoday, this week, throughoutthe year and the decade. 4.
The Journeys FiveDestinations1. Advanced Robotics and AI
Reshapingthe Workplace and Employment.2. Sourcing Non-Human Talent
and theExpanded Role of the Chief TalentOfficer.3. The Changing
Skill Shortage Challengein the Robotized Workplace.4. Robotizing
the CorporateRecruitment Team.5. Eight Practical Recommendations.
5. Journey One:AdvancedRobotics/AIRevolutionizesthe
WorkplaceandEmployment 6. J-1: The Next Twelve Years Robots have
been a part of ourculture for a century and theworkplace for 50
years. Why will what is happening duringthe next 12 years
fundamentallychange the recruiting industry, thepractice of law,
and almost everyknown profession? 7. J-1: Robotics Is The New
InternetRobotics is one of the few technologies that hasthe
potential to have an impact as transformative asthe Internet. 8. By
2025 Robots Will Have Taken OverHalf The Jobs In the United
States!Christie Nicholson, SmartPlanet, August 24, 2011 9. J-1:
Robotics Defined Automation has been part ofhuman history since
thebeginning when man picked up astick using it as a tool
andinevitably a weapon. Similarly there has been anintense debate
regardingwhether automation eliminatesmore jobs than it creates. On
January 13, 2013, 60 Minutesreported on the RoboticsRevolution and
contemporizedthe jobs debate. 10. 60 Minutes, March of the
Machines, January 2013 11. J-1: Robotics in Healthcare Evidence of
this advanceis not just in theimmediate future, it ishere now,
especially inthe field of medicine. The Atlantic, March2013. The 60
Minutes ProgramContinued: 12. 60 Minutes, March of the Machines,
January 2013 13. J-1: Robots and the Pharmacist Shortage The role
of robots in the pharmacy isactually an old story. In 2003, a St.
Louis Hospital startedusing robots to fill syringes because oflabor
shortages and lawsuits (errors). 3 million were filled with zero
knownerrors. 2008 was declared the year of the I.V.Robot. Today, no
one could developrecruitment strategies for hospitals orpharmacies
without a detailedknowledge of industry robots.January 10,
2008August, 2008 14. Da Vinci Robot Arrives The ultimate signthat
hospital roboticshas reached themainstream occurswhen
plaintiffattorneys takenotice. The Da Vinci robothas recently
achievedthis sign of arriving.Lawyers andSettlements.com, Da
VinciRobot Injury: When the Scalpelis held by a Machine,
GordonGibb, April 13, 2013. 15. J-1: Alleged Da Vinci Robot Injury
The legal attack focuses on the misuse of the newtechnology, not
the technology itself. Insufficient training claimed. Unsupervised
surgery too soonafter initial training alleged. Plaintiff Argument:
Cost of equipmentcausing robot to be used for surgerybeyond what it
is qualified to perform. 16. You Have Not Seen Anything Yet! 17. 60
Minutes, March of the Machines, January 2013 18. J-1 Robotics in
the Global Workplace 19. J-1:Robotics in the Global WorkplaceThe
New York Times, August 18, 2012At the Philips Electronicsfactory on
the coast ofChina, hundreds of workers usetheir hands and
specializedtools to assemble electricshavers. That is the old
way.At a sister factory here in theDutch countryside, 128 robotarms
do the same work withyoga-like flexibility. Videocameras guide them
throughfeats well beyond the capabilityof the most dexterous
human.All told, the factory here hasseveral dozen workers pershift,
about a tenth as many asthe plant in the Chinese city ofZhuhai. 20.
J-1: Robotics in the Global WorkplaceThe New York Times, August 18,
201220robotics executives argue that eventhough blue-collar jobs
will be lost, moreefficient manufacturing will create skilledjobs
in designing, operating and servicingthe assembly lines, as well as
significantnumbers of other kinds of jobs in thecommunities where
factories are. 21. J-1: Advanced Robotics/AIWhy is this promise
ofrobotics more crediblethan the failed promises ofthe
past?Exponential technologies 22. J-1: Advanced Robotics/AI Cloud
ComputingInformationTechnology and Self Learning. Advanced Sensor
Technology. Data Analytics (Big Data). Communications Decency Actof
1996, Section 230. Dropping cost of open sourcerobotic platforms.
23. J-1: Rethink Robotics and Baxter The affordablemultipurpose
robot hasarrived. Baxter is at work nowacross the globe. Baxter is
people-friendlyand co-workerprogrammable. The unit price is not
$1million, nor $500,000, it is$22,000. 24. J-1: Rethink Robotics
and Baxter FDL News Deck, March 27, 2013Technological
UnemploymentTo Hit Service Sector, D.S.Wright Scott Eckert, CEO of
RethinkRobotics envisions somethingsimilar to Apples app
storehappening for Baxter. A spiffed-up version of the robot
couldsoon be seen flipping burgers atMcDonalds, folding t-shirts
atGap, or pouring coffee atStarbucks. 25. J-1: Robotics/AI Are
Arriving How real are theabove reports andpredictions?
Participation inSingularityUniversitys MarchExecutive Program. The
Google Car willbe on the market in2015-16. 26. J-1: Robotics/AI Are
Arriving San FranciscoChronicle, April14, 2013. Xconomy/SRIForum in
MenloPark. Change Forecastwithin this decade. 27. J-!: Robotics/AI
Are Arriving Littler forming a Robotics Law Practice Group. The
growth of technology is unstoppable, but overcominglegal roadblocks
and side streets will reduce the trauma.Anticipating workforce
changes is critical. Key legal Issues: Privacy,Health & Safety,
HumanDisplacement, AgeDiscrimination, CollectiveBargaining
WARNnotices, Severance Pay andreleases, and many more. 28. J-1:
Robotics/AI Are Arriving January 2014 Report to the EU Parliament
on NeededRegulations and Laws. 29. Journey Two:Sourcing Non-Human
Talentand theExpanded Roleof the ChiefTalent Officer 30. J-2:
Sourcing Non-Human Talent Whether the recruiting teamsupplies
robots or not, knowingthe state of the talent market andthe
applicable technologies isessential. Robotics is advancing in
partbecause it offers solutions totalent challenges (e.g. the
shortageof pharmacists and the needs ofan aging population). 31.
J-2: Sourcing Non-Human Talent Consider factors beyond atalent
shortage: dangerousjobs often not serviceable bypeople (e.g. deep
seaconstruction); human errors;dirty, dull and undesirablework.
Consider telepresenceroboticsa universe ofpersonal assistants.
Robotically enhancedhumans (exoskeletons). 32. J-2: Role of the
Chief Talent Officer Chief Talent Officers come under avariety of
titles performing the role ofensuring the organization has
thenecessary talent to successfullyfunction. For
start-uporganizations, the CTO is often theCEO. It is impossible
for a CTO or CRO tocarry out his or her duties withoutunderstanding
the Robotics/AIrevolution. Decisions historically based on
humantalent now has a much more complexset of options. 33. J-2:
Myths One and Two Myth One: The organizationdoes not want the
involvementof the Chief Talent Officer (VicePresident of Talent) in
planningfor technology needs ortechnology-related RIOdecisions.
Myth Two: In deciding betweenproven robotic-based talentsolutions
and human talent, RIOis the key barometer. 34. Cultural
Conditioning 35. 2011 Super Bowl Commerical 36. J-2: Myth Three
Myth Three: One cannotplan for the arrival of roboticsystems that
are unforeseenor distant. The most clearly false myth ofthe three.
The arrival of the contingentworkforce provides a win-winsolution
for needed currentskills and future uncertainty. See April, 2009,
Littler Reporton the ContingentWorkforce, The Emerging
NewWorkforce. 37. Journey Three:The ChangingSkill ShortageChallenge
inthe RobotizedWorkplace 38. J-3: The Growing Skill Shortage
Robotics/AI and othertechnologies haveaccentuated the
existingshortage of skilled techworkers. By 2015, 60% of the
newjobs being created willrequire skills only held by20% of the
population.American Society for Training andDevelopment, Forbes,
January 20, 2011 39. J-3: The Growing Skill Shortage 76% of all
U.S. jobs in 2015will require highly skilledworkers primarily
inscience, technology, engineering or math. Id. The formal
educationdisconnect: Only 1/3 ofcollege graduates havedegrees in
science, math, orengineering. Many are notU.S. citizens. 40. J-3:
Immigration Solutions For almost all U.S. employers,
globalsolutions will be required to meetthe change of the new
economy. The good news is that Congressappears to be responding to
theneed for skilled people. A bipartisan bill was
identifiedyesterday by the Gang of 8 coveringcomprehensive reform
that includesH-1B visas and the STEM program. 41. J-3: Immigration
SolutionsAt the crux of the legislationis an effort to bridge the
gapbetween Democrats, whostrongly support and areseeking to protect
familyimmigration, andRepublicans, who are eagerto move immigration
towarda system based on work skillsthat foreigners bring to
theUnited States.New York Times, April 12, 2013, A-18 42.
Immigration Reform:A Framework for Change Senate bipartisan Gang of
8 Selective Highlights ofProposed Bill (April 16, 2013): H-IB Visas
to increase from 65,000 to 110,000. Can increase in future to
180,000 based on High Skilled JobsIndex. 25,000 Visas for advanced
degrees in TEAM. New Fees greater that 30% H-1Bs&L-1s 2014
Maximum 75% of workforceH-1B&L-1s (60% 2015; 50% 2016) E-Verify
mandatory 43. J-3: Virtual Employment Blending technology with
talent, massive resourcesare available through companies such as
oDesk andElance. The concept is sourcing talent worldwide
andproviding it to organizations normally underindependent contract
laws. 44. J-3: The Story of 3-D Robotics Chris Anderson is the CEO
of3-D Robotics, a company thatproduces drones (and received$5
million in funding inNovember, 2012). Anderson was the
editor-in-chief of Wired Magazinewith several best-selling books.
He sponsored a website, DIY Drones. Through aYouTube video and the
website, he discovered JordiMuoz. 45. J-3: D Robotics After several
virtualinteractions with Muoz, heconcluded he was the
smartestperson he had met regardingdrone technology and
dronepotential. Anderson suggested they form acompany. It was then
he learned Muozwas a nineteen-year-old fromTijuana, Mexico with
little formaleducation. 46. J-3: 3-D Robotics Muoz ran the business
startingas a family operation, graduatingto space in a
Tijuanawarehouse, and eventuallyhaving production facilities inboth
Mexico and San Diego. Anderson quit his position withWired, and now
full-time leads 3-D Robotics with his partnerMuoz, President of 3-D
Robotics. 47. J-3: 3-D Robotics Takeaway: Drone technologyis
developing at a lighteningpace, especially in agriculture.
Non-traditional sources oftalent appear to beincreasingly critical
in staffingtechnology-basedorganizations. Three-year-olds have a
strongmessage to teach the worldabout the new role oftechnology.
48. Journey Four:Robotizing theCorporateRecruitmentTeam 49. J-4:
Recruiting Is Changing On February23, 2011, Michael Moffapublished
a futuristic thinkpiece entitled, Dawn of theRobot
Recruiter.ww.recruiter.com Two different workplaceroles. First, a
robot would take ourjob. Second, a robot wouldinterview us for the
next job. 50. J-4: Meet Sophie On April 10, 2013, thehypothetical
robot recruiterhad become reality. Sophie and her human-like
robotsCharles, Malinda, Betty, andJack plus two yet unnamedrobots
are the product ofNEC Corporation of Japanand La Trobe
UniversityBusiness School inMelbourne, Australia. 51. J-4: Meet
Sophie Sophie is already in trial interviewsfor sales jobs, asking
76 questionsabout selling. She does more than just askquestions,
she records emotionalresponses and facial expressions. This
emotional intelligence isbenchmarked against theorganizations best
employees. Professor Khosia says this is just thestarting point
regarding applicationsand services. The Australian FinancialReview,
April 10, 2013 print edition. 52. J-4: Robot
RecruitingMeetsEmployment Law Interviewing has many different legal
requirementsand landmines depending upon the country and
lawsinvolved. In the U.S., Sophie ensures that the questions can
bereviewed in advance to meet legal requirements.OFCCP requirements
can be automatically recorded. On the dark side, the emotional
intelligencerepresents a potential legal landmine. Theinformation
requires testing for disparate impactregarding protected
categories. 53. J-4: Robot RecruitingWe can complain about the
dehumanizing of theworkplace and robots out of control, but this is
thefuture for both man and machine. 54. 60 Minutes, March of the
Machines, January 2013 55. Journey Five:Eight
PracticalComplianceRecommendations 56. J-5:
PracticalRecommendations1. Become Informed: Make a commitment
toeither become informed about robot talentor charge a member of
your team to take onthat duty for the recruiting division of
yourorganization.2. Industry and Company Assessment:Reach out to
other executives anddepartments to determine what is beingplanned
or expected in your industry andorganization regarding workplace
robotics. 57. PracticalRecommendations3. Strategic Plan
Enhancement: Includeworkplace robotics in your strategic plan
forthe organization. How will changes providea new talent resource
and/or impact theneed and availabilities to human talent?4. Become
Known: Affirmatively engage theCEO and other key managers
regardingworkplace robotics and its expected impacton the
organization and the existingemployee. 58.
PracticalRecommendations5. In House Training: Review training and
re-trainingopportunities and requirements for currentemployees.
Explore legal protections that come fromsuch efforts as well as
valuable workplace flexibility.Use e-learning when possible.6.
Flexible Workforce Expansion: Consider expandingyour contingent and
virtual workforce in anticipationof technological change. Review
the EmploymentLaw advantages and disadvantages of this change.7.
Support Employer Organizations: Empower youremployer associations,
including ERE, to participate inthe upcoming regulatory and
legislative battles overworkplace robotics. 59.
PracticalRecommendations8. Homework: Become a Member of
RoboticsBusiness Review and read at least one of thefollowing
treatises: Race Against The Machine (ErikBrynjolfsson & Andrew
McAfee, 2011), The Singularity is Near (RayKurzweil, 2005),
Abundance: The Future Is Better Than YouThink (Peter Diamandis
& StevenKotler, 2012). 60. Robotics in the Global WorkplaceThe
New York Times, August 18, 201261This is thefuture. 61. GE
Commercial, Robots on the Move, 2012 62. Robotics in the Global
WorkplaceThe New York Times, August 18, 201263This is thefuture.
63. Questions? 64. THANK YOUGarry G. Mathiason, Esq.Chairman of the
Board,Littler Mendelson, P.C.
