If you are looking for an answer to the question What is Artificial Intelligence? and you only have a minute, then here's the definition the Association for the Advancement of Artificial Intelligence offers on its home page: "the scientific understanding of the mechanisms underlying thought and intelligent behavior and their embodiment in machines."
However, if you are fortunate enough to have more than a minute, then please get ready to embark upon an exciting journey exploring AI (but beware, it could last a lifetime) …
The A-level results drama last month has placed a lot of attention on how algorithms are used in decision-making. As the use of AI expands, Esther Langdon looks at how organisations can make sure they get the best out of AI while keeping its outcomes fair. Artificial intelligence and algorithms have been very much in the news recently, following the recent A-level results fiasco. Can an algorithm eradicate bias in decision making? Stories of young students whose hopes were dashed simply because the "computer says no" made headlines for several days.
Machine learning is already actively increasing employment opportunities for job applicants across the world, while AI could soon eliminate repetitive work entirely – allowing businesses more time to train workers to pick up more skilled tasks. The appeal of remote work is increasing exponentially worldwide. Although companies have been somewhat slower in embracing remote work, the COVID-19 pandemic has inadvertently showcased how technology can allow employees to operate at similar levels of productivity with ease – despite being outside of their workplace. With COVID-19 forcing more workers than ever to set up offices in their own home, will office life ever be the same again for workforces? Could both AI and machine learning really sustain a working from home (WFH) culture for more companies?
Machine learning is the subset of Artificial Intelligence or AI that has become the newest applied technology in most of the industries. With its ability to optimize and automate the hiring process, all sectors are welcoming it with open hands, including the recruitment sector. In fact, for the recruitment sector, machine learning technology has come out as a miraculous solution. The AI-powered tools and methodologies have made it easier to target the right people and find the best candidates for an opening. Additionally, machine learning methodologies can help screen hundreds and thousands of resumes in just a few minutes. But is machine learning only lucrative or does it have some negatives too? In this post, we will dig deeper into the functionalities and mechanics of machine learning in recruitment.
Many Japanese companies have already shifted to online interviews and seminars for recruiting new employees due to the coronavirus pandemic, but some have gone a step further by testing artificial intelligence to efficiently hire talent. But while companies see the benefits of AI, such as standardization in the hiring process and saving recruiters' time by automating high-volume tasks, they are still far from relying completely on the technology due to concerns about it yielding inappropriate or discriminatory decisions. "Using AI in screening tens of thousands of applicant resumes has helped us cut total labor time by 75 percent. From May, we have also started implementing AI in assessing videos sent by applicants," said Tomoko Sugihara, director of recruitment at SoftBank Corp. "Extra time that has been created thanks to AI allows recruiters more time to proactively engage with potential candidates in person, build relationships and carefully determine the candidates' culture fit," Sugihara said. The major mobile carrier, which hires more than 1,000 people a year, has trained AI with data from 1,500 past resume sheets.
As we continue to navigate our way through unknown territory, with lockdown in full swing around the world, the Coronavirus pandemic is changing online behaviours significantly and possibly permanently both for consumers and businesses. People have been forced to access information in new ways, interact and purchase new and different products and services online, and the longer this continues, the more likely these are to become habits. So I thought I would take this opportunity to explain what it might mean for businesses and recruitment in a short to longer timeframe as we progress through lockdown. My fellow co-founder at Leadoo Marketing Technologies, Mikael de Costa is author of The Startup Warrior and a multiple entrepreneur in our native Finland including founding Jobilla which was a recruitment digital marketing venture. Launching Leadoo MT, which concentrates on website conversion by engaging in chat bot conversations with customers, was born from Mikael's recruitment experience as he discovered that talent marketing and employer branding efforts were going to waste, as potential applicants were not converting.
Artificial intelligence (AI) has evolved into a new era, and its rapid development will profoundly affect the everyday life of citizens worldwide. Countries around the world are establishing governmental strategies and initiatives to guide the development of AI. The Chinese government is using the development of AI as a major strategy to enhance national competitiveness and protect national security. In January 2016, the Chinese State Council released the 13th Five-year Plan on National Science and Technology Innovation, explicitly putting forward the guidance, general requirements, strategic mission and reform measures for Chinese science and technology innovation. Over the next five years, smart manufacturing will be one of the major missions of the "Science and Technology Innovation 2030 Project" and there will be a focus on the development of AI technology.
Let us paint you a picture. Eric owns a house with a garden he doesn't know the first thing about keeping. What he does know a lot about, though, is how he wants everything to look; the right length of grass on the lawn, the color composition in the flower bed. He just doesn't know how to get there. For the past five years, Bob has been working as Eric's gardener. He understands exactly what Eric needs and wants, he's never late, he comes with thoughtful suggestions, and Eric gets along with him well.
As the pharmaceutical and medical care industries move toward adoption of artificial intelligence technologies, new possibilities are arising for improvements in drug trials through streamlined clinical operations processes. Worldwide Clinical Trials' recent partnership with Deep Lens could provide evidence of how future drug studies can benefit from AI-driven technologies. A recent study estimates the average dropout rate for all clinical trials at 30%.1 Such patient discontinuation can necessitate exponential increases in patient numbers to achieve required levels of statistical significance. The goal is to minimize additional recruitment costs and delays by improving efficiencies during study execution. As clinical trial stakeholders seek to streamline clinical processes, artificial intelligence emerges as an innovative approach to improving patient monitoring and clinical care, as well as enhancing and accelerating end point detection.
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Few topics in the recruitment sector have proved to be more controversial than the use of artificial intelligence (AI). On one hand, everywhere you turn there are endless statistics about how AI is infiltrating business processes. According to LinkedIn, an overwhelming majority of recruiters and hiring managers agree that AI accelerates their ability to source and screen candidates. What's more, 70 per cent of recruiters believe their current process would be more effective if it were more data-driven and used AI. However, on the other side of the fence, research commissioned by the Royal Society of Arts suggests candidates don't agree, with 60 per cent of the public stating they're opposed to the use of automated decision-making in recruitment.