Artificial intelligence and employment: what innovations for the future of work?

artificial intelligence

The potential of artificial intelligence (AI) applications in tomorrow’s workplace is both exciting and frightening. Yes, AI applied to the employment sector is scary, but it also offers solutions for the future. What are the real risks of artificial intelligence? Is AI a threat to jobs? How can AI positively transform the human resources industry?

There is a myth around artificial intelligence course in Bangalore: very complex to create and manipulate, it would be reserved for a handful of enlightened scientists. In fact, it only takes a little basic programming knowledge to create a very simple AI. Today, more and more developers want to train in AI and its different verticals.

AI is democratizing. Another myth, AIs could go out of their way to take power over mankind. Let’s be clear, AIs are programmed to be autonomous and efficient in the tasks assigned to them, and only these. Mainly geared towards performing repetitive tasks, AIs are still far from being able to think like us.

Will AI lead to massive job cuts?

Most studies corroborate that many professions are doomed to disappear. However, a large number of new professions requiring AI skills will emerge at the same time: data scientist, linguistic programmer, etc. Jobs will also be created around the skills necessary to manage and maintain AIs, prevent risks associated with the use of personal data, and improve communication between humans and machines.

In innovative tech recruiting, AI can bring very positive changes to our societies, provided it is used ethically and prudently, especially in the human resources sector, which above all concerns people. Here are 4 major changes that intelligence training in Bangalore is bringing to our business …

Find the right developer for the right job, instantly

An increasingly complex set of skills criteria today constitute a developer’s portfolio. Controlled technologies, location, soft skills, active or passive research, are all information that should be intelligently processed to allow the best “matching” between candidates and the positions to be filled, in real time. The time saved for both recruiter and candidate is considerable when the profiles most likely to match an offer are automatically matched.

Reducing cognitive biases

An AI cannot be influenced by information relating to the social status, gender, physical aspects or origins of applicants. Likewise, unlike humans, she will not be able to arbitrarily feel a “feeling” for a candidate, to the point of positively or negatively influencing the outcome of recruitment. The likelihood of discrimination is considerably reduced.

Improving the candidate experience

AI can make a difference with robots that can assist and encourage candidates throughout the hiring process. A collection of wishes and automated planning of the various phases of the recruitment process (interviews, technical tests) are also decisive for recruiters. RNs are always available if candidates or recruiters need information or help. However, for both of them, maintaining several hiring processes in parallel is grueling. By allowing candidates to speak to only one intermediary, an artificial assistant greatly simplifies communications.

Adaptive technical tests

Artificial intelligence will structurally change the world of work. In the sector of recruitment and human resources which are above all based on a key factor, the human being, if obvious benefits can already be foreseen, let us remain vigilant on what we entrust to robots. Let us continue to use artificial intelligence as one decision support tool among others, while maintaining the safeguard that represents the final human decision making.

initiative raises serious ethical questions in the scientific community.

The project, called the National Data Analytics Solution (NDAS), is to use statistics and artificial intelligence (AI) to target people at risk of committing or becoming victims of armed attacks.

The goal of NDAS is to offer therapy or help to people at risk. The police do not intend to use it to arrest people targeted by the system, but rather to assist social services and the health system, project police director Iain Donnelly told New Scientist .

The team behind NDAS has already collected more than a terabyte of data from at least 5 million Britons. These people can be traced from the information contained in this database.

Project officials say they are working with the UK Information Commissioner’s office, responsible for enforcing privacy laws, to uphold the notion of privacy.

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