When an amateur swimmer tries to learn the butterfly, a couple of questions might come to mind in between gasps for air: Who invented this flummoxing stroke, and why? Professionals such as Michael Phelps make the butterfly looks effortless, an act of coördination, grace, and endurance; for beginners, it can look and feel like a wild, flailing doggy paddle. But these questions are as difficult to answer as the stroke is to master. As with other paradigm-shifting inventions, like jazz music and the croissant, the butterfly stroke is the result of a series of small innovations rather than of any single big one. Because of that, tracing the stroke's origin is difficult, an exercise in weighing disparate accounts.
There are five sets of new products. The "Focus Studio," designed with Microsoft's Surface Book and Surface Pro 4 in mind, gives workers "alone time to focus and get into flow, while also allowing quick shifts to two-person collaboration." Meanwhile, the "Duo Studio" lets designers work in pairs or individually via a Surface Studio all-in-one. It also includes a lounge area for creative review with others on the giant-screened Surface Hub, an interactive white board. The "Ideation Hub" is also a conference-style space that lets colleagues work on ideas in person or remotely on the Surface Hub.
Are you intimidated by all this talk of digital transformation and artificial intelligence implementation? Do you feel like you don't have the tech-savvy or coding knowledge to get started? In the world of recruiting, we're often faced with too many requests and not enough time, because business moves at the speed of life. I'm here to tell you, thankfully, that you don't need to know how to code to source candidates with A.I. This post is the first of four on how you can source, interview, assess, and schedule candidates with A.I. and not need a single line of coding knowledge.
AI for recruiting is the application of artificial intelligence to the recruitment function that is designed to automate some part of the recruiting workflow, especially repetitive high-volume tasks. The main benefits of AI for recruiting include saving recruiters' time by automating high-volume tasks and improving quality of hire through standardized job matching. The major challenges of AI for recruiting include requiring a lot of data, the potential to learn human biases, and skepticism of new technology by HR professionals. The future applications of AI for recruiting are intelligent screening software that automates resume screening, recruiter chatbots that engage candidates in real-time, and digitized interviews that help assess a candidate's fit. AI for recruiting will change the recruiter role through augmented intelligence which will allow recruiters to become more proactive in their hiring, help determine a candidate's culture fit, and improve their relationships with hiring managers by using data to measure KPIs such as quality of hire.