{"id":59728,"date":"2017-06-06T11:32:24","date_gmt":"2017-06-06T15:32:24","guid":{"rendered":"http:\/\/danielschristian.com\/learning-ecosystems\/?p=59728"},"modified":"2017-06-15T21:41:04","modified_gmt":"2017-06-16T01:41:04","slug":"how-should-students-as-well-as-career-services-groups-respond-to-the-growing-use-of-ai-in-peoples-job-searches","status":"publish","type":"post","link":"http:\/\/danielschristian.com\/learning-ecosystems\/2017\/06\/06\/how-should-students-as-well-as-career-services-groups-respond-to-the-growing-use-of-ai-in-peoples-job-searches\/","title":{"rendered":"How should students — as well as Career Services Groups — respond to the growing use of AI in peoples’ job searches?"},"content":{"rendered":"

From DSC:<\/span><\/em>
\nIn reviewing the item below, I wondered:<\/span><\/p>\n

How should students — as well as\u00a0Career Services Groups\/Departments within institutions of higher education — respond to the growing use of artificial intelligence (AI) in peoples’ job searches?<\/span><\/strong><\/p>\n

My take on it? Each student\u00a0needs to have a solid online-based footprint<\/strong> — such as offering one’s own\u00a0streams of content via a WordPress-based blog, one’s Twitter account, and one’s LinkedIn account. That is, each student\u00a0has to be out there digitally, not just physically. (Though I suspect having face-to-face conversations and interactions will always be an incredibly powerful means of obtaining jobs as well. But if this trend picks up steam, one’s online-based footprint becomes all the more important to finding work.)<\/span><\/p>\n

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\nHow AI is changing your job hunt<\/a><\/strong>\u00a0— from by Jennifer Alsever<\/p>\n

Excerpt (emphasis DSC):<\/span><\/em><\/p>\n

The solution appeared in the form of artificial intelligence software from a young company called Interviewed<\/a>. It speeds the vetting process by providing online simulations of what applicants might do on their first day as an employee. The software does much more than grade multiple-choice questions. It can capture not only so-called book knowledge but also more intangible human qualities. It uses natural-language processing and machine learning to construct a psychological profile that predicts whether a person will fit a company\u2019s culture.<\/span> <\/strong>That includes assessing which words he or she favors\u2014a penchant for using \u201cplease\u201d and \u201cthank you,\u201d for example, shows empathy and a possible disposition for working with customers\u2014and measuring how well the applicant can juggle conversations and still pay attention to detail. \u201cWe can look at 4,000 candidates and within a few days whittle it down to the top 2% to 3%,\u201d claims Freedman, whose company now employs 45 people. \u201cForty-eight hours later, we\u2019ve hired someone.\u201d It\u2019s not perfect, he says, but it\u2019s faster and better than the human way.<\/p>\n

It isn\u2019t just startups using such software; corporate behemoths are implementing it too. Artificial intelligence has come to hiring.<\/strong><\/span><\/p>\n

Predictive algorithms and machine learning are fast emerging as tools to identify the best candidates.<\/strong><\/span><\/p>\n

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Addendum on 6\/7\/17:<\/span><\/em><\/p>\n

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Career site Workey raises $8M 2replace headhunters w\/ #AI<\/a> https:\/\/t.co\/Efi9nvNGGu<\/a> DC:A foreshadowing or a continuing trend? Either way..
\n…<\/p>\n

\u2014 Daniel Christian (@dchristian5) June 7, 2017<\/a><\/p><\/blockquote>\n