Traditionally, the satisfaction relation in modal logic is defined as a relation w φ between a possible world w and a formula φ. In such a setting, formula φ expresses a property of possible worlds. For example, statement w "There are black holes" expresses the fact that world w has a property of containing black holes. It is also possible to consider logical systems that capture properties of agents rather than of possible worlds. In such systems, satisfaction relation a φ is a relation between an agent a and a formula φ.

Corporate recruiting is broken, as you probably know if you have ever tried to obtain a job using company job boards. Inexplicably, even the best resumes and most qualified candidates fall into a black hole, never to be seen again, when they're submitted through the traditional corporate pipeline. In fact, statistics show that 85% of applicants don't hear back after submitting an application--and, 71% of employers claim that they can't find a candidate with the right skill set. But there's hope on the horizon. Mya, the newest job recruiting and application tool, is about to change this in a radical way.

When most people think of AI – Artificial Intelligence – visions of robots or synthetic little boys who look like Haley Joel Osment and venture on Pinocchio-esque quests may spring to mind. But thanks to ground-breaking apps with whimsical names such as SmashFly and Mya, the heavy lifting part of recruiting the most qualified talent is becoming vastly faster, easier and more accurate than anything we could have imagined even five years ago. And if that isn't enough, the new AI can treat candidates better than humans. But of course there are risks. Although you may not be aware, AI is probably already a part of your life.

They're doing this with Mya, an intelligent chatbot that, much like a recruiter, interviews and evaluates job candidates. Since AI is dependent on a training set generated by a human team, it can promote bias rather than eliminating it, she adds. Grayevsky explains that Mya Systems "sets controls" over the kinds of data Mya uses to learn. This is why it's a possibility that rather than eliminating biases, AI HR tools might perpetuate them.

Fortunately, developments in artificial intelligence have created a huge potential to fix the problems of antiquated hiring systems and accelerate the process to make recruiters more productive. A handful of software vendors are incorporating AI algorithms into their tools in order to automate tasks such as examining resumes, sending follow up emails, or finding potential candidates for your company's new vacancies. Beamery, a candidate relationship management software, uses machine learning software to enhance its clients' applicant tracking systems and build relationships with their candidates. EstherBot, another interesting project, helps turn your resume into an interactive chatbot that interacts with potential employers.

Almost everyone who went to college had to go to the process of applying for a job. When you graduate, you will obviously look for a job. Part of this process is to perform an interview with the recruiter of the company to convince him that you are the right person for the job. This interview can be stressful for some people and easy-going for others. Sometime, recruiters can be biased by personal opinions they may have about you or they might try to trick you.

Recruiters are ever on the lookout for innovative techniques to attract and assess quality talent. An example of this is gamification, the use of game mechanics to attract a larger audience – but this is just one small part of the revolution that is currently brewing in the world of candidate attraction. Artificial intelligence is another potent new ingredient. Many stakeholders within the job market industry wonder what the opportunities are, for the digitalisation of certain processes within the recruitment cycle. They question whether a digital process or robot could completely take over the recruitment function.

Job applying can be a challenging task for job seekers as well as hiring companies. On the job seekers side, the major challenge is not hearing back in time or in most cases, not hearing at all from the hiring agencies. In an astonishing survey finding, Recruitment company – Career Builder – reports that as much as 75 percent of the job applicants who were interviewed did not hear back from the recruitment agencies to whom they had applied the previous year. And on the hiring agencies side, the challenge is the ever growing number of job applicants. With all the job application mobile apps floating around, applicants are applying to multiple jobs at the same time with one click.

But the job recruitment process can be taxing for both applicants and companies, which spend long hours flipping through troves of résumés to determine the best candidates. In an attempt to streamline hiring, FirstJob, a millennial-focused HR company, has launched a recruiting assistant named Mya that they say can automate up to 75 percent of the recruitment process. The system uses machine learning and natural language processing to perform an initial screen, answer applicants' questions, give feedback, and provide suggestions on how an applicant should proceed. Meanwhile, the system gives businesses much-needed breathing room when attempting to qualify large groups of potential candidates. Related: Look out, Google Assistant!

Eyal Grayevsky talks a lot about black holes, but he's not referring to the ones in outer space. The cofounder and CEO of FirstJob, an HR technology company, means the place where job applications go. One survey found that 75% of workers never heard back from a potential employer after applying. That hole turns into a vortex, according to Grayevsky, when candidates start applying to any job they're remotely qualified for. "It becomes a numbers game," he says.