Investigating the use of artificial intelligence (AI) in the world of work, Hilke Schellmann thought she had better try some of the tools. Among them was a one-way video interview system intended to aid recruitment called myInterview. She got a login from the company and began to experiment – first picking the questions she, as the hiring manager, would ask and then video recording her answers as a candidate before the proprietary software analysed the words she used and the intonation of her voice to score how well she fitted the job. She was pleased to score an 83% match for the role. But when she re-did her interview not in English but in her native German, she was surprised to find that instead of an error message she also scored decently (73%) – and this time she hadn't even attempted to answer the questions but read a Wikipedia entry.

For weeks now, Elon Musk has been preoccupied with worries about how many people are seeing his tweets. Last week, the Twitter CEO took his Twitter account private for a day to test whether that might boost the size of his audience. The move came after several prominent right-wing accounts that Musk interacts with complained that recent changes to Twitter had reduced their reach. On Tuesday, Musk gathered a group of engineers and advisors into a room at Twitter's headquarters looking for answers. Why are his engagement numbers tanking?

It's a cold winter day in Detroit, but the sun is shining bright. Robert Williams decided to spend some quality time rolling on his house's front loan with his two daughters. Suddenly, police officers appeared from nowhere and brought to an abrupt halt a perfect family day. Robert was ripped from the arms of his crying daughters without an explanation, and cold handcuffs now gripped his hands. The police took him away in no time! His family were left shaken in disbelief at the scene which had unfolded in front of their eyes. What followed for Robert were 30 long hours in police custody.

Artificial Intelligence (AI) in the oil and gas industry stands to reach US$2.85 billion by 2022. Because data is never special. Oil rigs may generate somewhere around 50 terabytes a year, but that kind of big data needs to be applicable to be useful and, unfortunately, humans do a terrible job of classifying things into datasets. Indeed, a good scenario will see 10% of the resulting datasets actually be beneficial. Most competing firms are also known to have access to the same datasets.

A fintech talent war is pitching corporations against startups in pursuit of the AI skills required for the digital transformation of financial services. Our #RefinitivSocial100 thought leaders discuss hiring, retaining and educating data science talent. Advances in artificial intelligence (AI) have made hiring and retaining the best fintech talent one of the most pressing challenges facing the financial services sector today. This race to attract the right skills is exacerbated because corporates and startups search for the same profile within a limited pool of fintech talent. It's also apparent that the education system is not geared to producing thousands of students with the required AI skills.

The rise of Artificial Intelligence (AI) and Automation has sent shockwaves through the global economy and is poised to fundamentally reshape the future of work. McKinsey & Co reports that 50 percent of jobs today are automatable with current technology alone. But while AI might be driving the disruption, it could also hold the key for navigating the coming changes. Agile companies are already using AI to empower employee growth and foster internal talent mobility. As entire roles shift or fade and new ones arise to take their place, identifying and connecting existing employees with emerging opportunities will be paramount.

The Fourth Industrial Revolution is upon us, and we're already seeing massive changes in workplace connectivity, collaboration, productivity and (of course) technology. One of the biggest changes is the emergence of artificial intelligence (AI). From automation and virtual assistants to systems capable of analyzing massive data sets to find trends, AI represents one the biggest opportunities that business leaders can take advantage of now to ready themselves for the future. The number of enterprises implementing AI has already grown 270 percent in the past four years, according to a Gartner survey of more than 3,000 CIOs. So "if you are a CIO and your organization doesn't use AI, chances are high that your competitors do and this should be a concern," said Gartner analyst Chris Howard.

Forty percent of HR leaders believe artificial intelligence will help fill the skills gap. That's according to a new study by Learning House and Future Workplace, which surveyed 600 U.S. HR leaders. More than half of those surveyed acknowledged the skills gap and more than a third believe it's harder to fill open positions now than it was in 2017, but some critics say companies are not doing much to fix the problem. The study found that 74 percent of companies are only investing $500 per employee on learning and development. Jeremy Walsh, senior vice president of enterprise learning solutions at Learning House, said he was shocked by the low amount of money being spent on L&D.

Forty percent of HR leaders believe artificial intelligence will help fill the skills gap. That's according to a new study by Learning House and Future Workplace, which surveyed 600 U.S. HR leaders. More than half of those surveyed acknowledged the skills gap and more than a third believe it's harder to fill open positions now than it was in 2017, but some critics say companies are not doing much to fix the problem. The study found that 74 percent of companies are only investing $500 per employee on learning and development. Jeremy Walsh, senior vice president of enterprise learning solutions at Learning House, said he was shocked by the low amount of money being spent on L&D.

Last summer, a sign appeared on the door to a stuffy, windowless room at the office of Manhattan artificial-intelligence startup Clarifai. "Chamber of secrets," it read, according to three people who saw it. The notice was a joking reference to how the small team working inside was not permitted to discuss its work with others at Clarifai. Former and current employees say the group was working on a controversial Pentagon project using machine-learning algorithms to interpret drone-surveillance imagery--and that Clarifai's secrets were less safe than they should have been. A lawsuit filed by former employee Amy Liu this month alleges that Clarifai's computer systems were compromised by one or more people in Russia, potentially exposing technology used by the US military to an adversary.