Can you trust what AI is telling you? It's a new AI model from OpenAI that's designed to chat in a conversational manner. Stuck for ideas on what to talk to a machine about, I decided to interview ChatGPT about the ethics of AI. Would it have the level of self-awareness to be honest about its own dangers? Would it even be willing to answer questions on how it behaves? And while ChatGPT started off by being commendably upfront about the ethics of what it does, it eventually descended into telling outright lies.

From mobile work to security and maintenance, perhaps no company has done more for the advancement of technology in today's society than SkyNet, a promising start up out of Austin, Texas that has made great strides during the COVID-19 pandemic. Last year, their T-400 model of home assistant swept the country, combining at home personal assistants with a walking talking android that actually helped with chores and tasks around the house. We had the opportunity to sit down with Barry Snow, the CEO of the skyrocketing company, about SkyNet's future and some of the backlash to what some have called "unnecessarily violent home assistants." Can I have one of those waters? So, your company was already gaining steam a few years ago, but it really seems that during the pandemic you pulled ahead of a lot of your peers with your home androids.

Did you know that many interviews, especially those in the private sector, are being conducted by robots (officially, artificial intelligence...Read More

The majority of respondents (56%) said technology has already made the interview process too impersonal, with more than half reporting that commonly used video technologies like Skype interfere with a hiring manager's ability to accurately evaluate a candidate's soft skills. And as video becomes more mainstream and technologies like virtual reality (VR) and artificial intelligence (AI) make their way into the interview process, job seekers are even more anxious about advanced technologies' role in determining if they get hired. Despite not wanting computers to judge their qualifications or make hiring decisions, many job seekers see the benefits of incorporating such technologies into the hiring process, with 73% reporting that technology has actually improved the recruiting process. Of those who see the benefits, 70% believe answering questions from a lifelike robot could help them prepare for an interview, and 58% said the greatest benefit of VR simulations is that they can offer a firsthand glimpse into the job to make sure it aligns with the candidate's desired role. Still, most job seekers believe human evaluation is critical in hiring, with 73% saying in-person interviews will not become obsolete.

"[It's a] data token that boils you down to a data object," says Pete Kazanjy, founder of TalentBin, a service that uses social media to find job recruits (now part of Monster). That's especially true for hard numbers, said Google's SVP of "people operations" Laszlo Bock in a 2013 New York Times interview. "One of the things we've seen from all our data crunching is that GPAs are worthless as a criteria for hiring, and test scores are worthless," said Bock. A growing wave of hiring tech firms are ingesting far more information about candidates--surveys, work samples, social media posts, word choice, even facial expressions. Adding artificial intelligence (AI), they promise to assess work skills as well as personality traits like empathy, grit, and prejudice to provide a richer understanding of who the applicant is and whether they will fit.

"[It's a] data token that boils you down to a data object," says Pete Kazanjy, founder of TalentBin, a service that uses social media to find job recruits (now part of Monster). That's especially true for hard numbers, said Google's SVP of "people operations" Laszlo Bock in a 2013 New York Times interview. "One of the things we've seen from all our data crunching is that GPAs are worthless as a criteria for hiring, and test scores are worthless," said Bock. A growing wave of hiring tech firms are ingesting far more information about candidates--surveys, work samples, social media posts, word choice, even facial expressions. Adding artificial intelligence (AI), they promise to assess work skills as well as personality traits like empathy, grit, and prejudice to provide a richer understanding of who the applicant is and whether they will fit.