jobtensor.com/uk <– an AI job board from the UK — with thanks to Dr. Jakob Sidoruk for this resource.

From DSC:
Jakob mentioned that Jobtensor has built a tool for jobs in tech, science and engineering and that the goal of this tool is to make job searches more fun and efficient for job seekers. I’m glad to see this from the other side of the table. That is, there have been plenty Applicant Tracking Systems (ATSs) out there that have essentially weeded people out time and again — while making many job searches long, expensive, and emotionally draining. 

jobtensor.com/uk -- an AI job board from the UK

jobtensor.com/uk -- an AI job board from the UK


From DSC:
It is exactly this kind of tool that could — and should — be integrated into a next-generation learning platform. Have an AI-enabled system of identifying the most current needs out in the workplace. Provide a mechanism/listing of those needs along with the existing courses, streams of content, podcasts, and more that could help someone learn those skills.

Learning from the living class room

streams of content are ever flowing by -- we need to tap into them and contribute to them


 

From DSC:
The articles below made me wonder…what will lawyers, judges, and legislators need to know about Bitcoin, Ethereum, and other cryptocurrencies? (#EmergingTechnologies)

 

Why inexperienced workers can’t get entry-level jobs — from bbc.com by Kate Morgan; with thanks to Ryan Craig for this resource

Excerpt:

As anyone who’s graduated from university or applied for their first job in recent years can attest to, something new – and alarming – has happened to entry-level jobs: they’ve disappeared.

A recent analysis of close to 4 million jobs posted on LinkedIn since late 2017 showed that 35% of postings for “entry-level” positions asked for years of prior relevant work experience. That requirement was even more common in certain industries. More than 60% of listings for entry-level software and IT Services jobs, for instance, required three or more years of experience. In short, it seems entry-level jobs aren’t for people just entering the workforce at all.

“Internships are now the entry level,” he says. “Most of the students in college are doing or trying to do internships, and now it’s increasingly common to do more than one.”

From DSC:
I love the idea of internships. (In my days in college, internships were reserved mainly for engineers; few of us had them back then.)

But with an eye on the cost of obtaining a degree, internships should be PAID internships. That is, interns should receive decent/proper compensation. I’m concerned that businesses will take advantage of free labor here (though that’s less likely given the tight labor market I suppose). But businesses have taken advantage of free labor in the past. “It takes a village…”

Also see:

 
 

Ideas are easily snuffed out...like this small plant. But when an idea takes root and grows...lookout!

 

AI+ alumni + real-world practitioners + accreditation agencies = outcomes for next year -- by Daniel S. Christian

 

AI+ alumni + real-world practitioners + accreditation agencies = outcomes for next year -- by Daniel S. Christian

 

Learning from the living class room

 

Why everybody’s hiring but nobody’s getting hired — from vox.com by Rani Molla and Emily Stewart; with thanks to Ryan Craig for this resource
America’s broken hiring system, explained.

Tim Brackney, president and COO of management consulting firm RGP, refers to the current situation as the “great mismatch.” That mismatch refers to a number of things, including desires, experience, and skills. And part of the reason is that the skills necessary for a given job are changing faster than ever, as companies more frequently adopt new software.

“Twenty years ago, if I had 10 years experience as a warehouse manager, the likelihood that my skills would be pretty relevant and it wouldn’t take me that long to get up to speed was pretty good,” Joseph Fuller, a management professor at Harvard Business School and co-author of a recent paper on the disconnect between employers and employees, said. “The shelf life of people’s skills for a lot of decent-paying jobs has been shortening.”

From DSC:
I also think those hiring don’t think people can reinvent themselves. Folks who hire someone (and/or the applicant tracking systems as play) always seem to look for an exact match. There is little vision and/or belief that someone can grow into a position, or to lead differently, or to go in a different but better direction. They reach for their cookie cutters and shove their imaginations and ability to think bigger aside.

Employers could help people by investing in their employees’ growth and development — even if it means they actively help an employee take a right turn. Such an employee could hopefully find a new fit within that organization — if they do, they would likely turn out to be fiercely loyal.

Even if it means offering an employee 1-2 courses a year that they want to learn about — NO STRINGS ATTACHED — the learning culture would get a huge boost!!! Peoples’ love/enjoyment of learning would grow. Morale would improve. People would feel valued.

Let me offer a personal example:

  • My old boss, Mr. Irving Charles Coleman Jr, let me take a Photoshop class while I was working in the IT Department at Kraft Foods’ headquarters. Kraft paid for it, even though it wasn’t directly related to my position at the time. That course ended up changing my life and my future direction. No kidding. Thank you Irv! You’re the best!
 

From DSC:
For IDs, trainers, teachers, faculty members, & teams who are working on creating and delivering online-based learning……the following article is a good one for us to check out and reflect upon:

Most Online Courses Are a Waste of Your Time — Here’s How You Know — from medium.com by Eva Keiffenheim
A quick guide that helps you find the worthy ones.

Excerpts:

Not all learning investments are created equal. People who’ve excelled at their craft are often not the best teachers. Likewise, creators who write the best sales copy don’t offer the most value.

Here’s precisely how you can spot bad online courses so that you won’t waste your time and money.

 

Could AR and/or VR enable a massive 3D-based type of “Voicethread?” [Christian]

From DSC:
What if we could quickly submit items for a group to discuss, annotate, and respond to — using whichever media format is available/preferable for a person — like a massive 3D-based Voicethread? What if this type of discussion could be contributed to and accessed via Augmented Reality (AR) and/or via Virtual Reality (VR) types of devices?

It could be a new 3D format that a person could essentially blow all the way up into the size of a billboard. Think, “Honey, I shrunk the kids” type of stuff.  

Input devices might include:

  • Augmented Reality (AR) glasses
  • Virtual Reality (VR) headsets/glasses
  • Scanners
  • Smartphones
  • Tablets
  • Desktops and laptops
  • SmartTVs
  • Other types of input devices

For example, a person could take a picture of a document or something else and then save that image into a new file format that would be vector-based. I say a vector-based file format so that the image could be enlarged to the size of a billboard without losing any resolution (i.e., wouldn’t become grainy; the image would remain crystal clear regardless of how big the image is). I’m thinking here along the lines of “Honey, I shrunk the kids!”

Other thoughts here:

  • The files could be accessible online for attendees of classes or for audiences of presentations/webinars
  • The files could be displayed on the walls of learning/presentation spaces for marking them up
  • One could manipulate the 3D image if that person was using a virtual/immersive environment
  • Users should be able to annotate on those images and/or be able to save such annotations and notes

A question for phase II:
Could this concept also be used if virtual courts take off?

Hmmmm…just thinking out loud.

 

Discovery Education Collaborates with AWS to Enhance Recommendation Engine — from discoveryeducation.com

Excerpt:

SILVER SPRING, MD [On Monday,?September 27, 2021] — Discovery Education—a worldwide edtech leader supporting learning wherever it takes place — announced that it has enhanced its K-12 learning platform with Amazon Web Services (AWS) machine learning capabilities. The pioneering use of machine learning within the Discovery Education platform helps educators spend less time searching for digital resources and more time teaching.

Several months of planning and deep collaboration with AWS enabled Discovery Education to innovatively integrate Amazon Personalize technology into the “Just For You” area of its K-12 platform. The “Just For You” row connects educators to a unique, personalized set of resources based on the grade level taught, preferences, and assets used in the past.

“For some time, educators have desired more resources to help personalize teaching and learning. ML technology is already being used to curate our entertainment experiences, help with workforce productivity, and more, and it’s exciting to see this innovation is being integrated into classrooms,” said Alec Chalmers, Director, EdTech and GovTech Markets at AWS.

From DSC:
It looks like Amazon continues to make inroads into the education space. Team up this type of recommendation engine with an AI that’s pulling the latest skills that are needed for — and embedded within — job descriptions and you have a learning powerhouse. 

Disruption ahead…?

 

Learning from the living class room
Also see:

  • How Machine Learning Is Having an Impact on Education — from techlearning.com by Erik Ofgang
    Discovery Education has partnered with Amazon Web Services to enhance its platform with machine learning. It’s one of many ways machine learning is being used in K-12 today.
 

From DSC:
Also check one of the things that Scott mentioned in his talk — Behance, a network of creatives. They consistently offer livestreams — where the learner has more choice, more control over what they learn about.

Livestreams are one of the services offered out at Behance.net

The search function out at Behance.net

 


 


Also see:

 


 

 

Legal Tech’s Predictions for Legal Technology Innovation in 2022 — from legalreader.com by Smith Johnes

Excerpts:

  • By 2024, non-lawyer workers will replace 20% of generalist lawyers in legal departments.
  • Legal departments will have automated half of legal work connected to big corporate transactions by 2024.
  • Legal departments will triple their investment in legal technology by 2025.

From DSC:
What are the ramifications for law schools and legal departments if these legal tech-related predictions come true?

 

Surviving Among the Giants — from chronicle.com by Scott Carlson
As growth has become higher ed’s mantra, some colleges seek to stay small.

Excerpts:

The pressures on the higher-education business model are changing those attitudes. The Council of Independent Colleges’ fastest-growing initiative is the Online Course Sharing Consortium, which allows small colleges to offer certain courses to students at other institutions. Currently, there are 2,200 enrollments among almost 6,000 courses on the platform.

“The higher-ed business model is broken,” says Jeffrey R. Docking, who has been president of Adrian College for 16 years. “But where it’s most broken — and the first ones that are going to walk the plank — are the small private institutions. The numbers just don’t work.” Combining some backroom functions or arranging consortial purchases is just “dabbling around the edges” — and won’t get close to driving down the cost of tuition by 30 to 40 percent over the next several years, which is what Docking believes is necessary.

From DSC:
Docking’s last (highlighted) sentence above reminds me of what I predicted back in 2008 when I was working for Calvin College. The vision I relayed in 2008 continues to come to fruition — albeit I’ve since changed the name of the vision.

Back in 2008 I predicted that we would see the days of tuition being cut by 50% or more

From DSC (cont’d):
I was trying to bring down the cost of higher education — which we did with Calvin Online for 4-5 years…before the administration,  faculty members, and even the leadership within our IT and HR Departments let Calvin Online die on the vine. This was a costly mistake for Calvin, as they later became a university — thus requiring that they get into more online-based learning in order to address the adult learner. Had they supported getting the online-based learning plane off the runway, they could have dovetailed nicely into becoming a university. But instead, they dissed the biggest thing to happen within education in the last 500 years (since the invention of the printing press). 

Which brings me to one last excerpted quote here:

“For so many years,” Docking says, “all of these really smart people in Silicon Valley, at the University of Phoenix, at for-profits were saying, We’re going to do it better” — and they came around with their “solutions” in the form of MOOCs, or massive open online courses, and other scaling plans. Small colleges didn’t want to hear it, and, Docking says, maybe it was to their peril.

 

How tech will change the way we work by 2030 — from techradar.com by Rob Lamb
Everyday jobs will be augmented by technology

Technologies like Artificial Intelligence (AI), Machine Learning (ML) and Blockchain will have a significant impact on work in the next decade and beyond. But if you believe the sci-fi hype or get bogged down in the technology, it can be difficult to relate them to today’s workplaces and jobs.

Excerpt:

Here are three everyday examples of their potential, expressed in terms of the business challenge they are addressing or how consumers will experience them. I don’t mean to over simplify – these are powerful tools – but I think their potential shines through best when they’re expressed in their simplest terms.

From DSC:
I have an issue with one of their examples that involves positioning AI as the savior of the hiring process:

The problem with this process isn’t just that it’s hugely time-consuming, it’s that all kinds of unconscious biases can creep in, potentially even into the job advert. These issues can be eradicated with the use of AI, which can vet ads for gendered language, sort through applicants and pick out the most suitable ones in a fraction of the time it would take an HR professional or any other human being.

AI can be biased as well — just like humans. Lamb recognizes this as well when he states that “Provided the algorithms are written correctly, AI will be key to organisations addressing issues around diversity and inclusion in the workplace.” But that’s a big IF in my mind. So far, it appears that the track record isn’t great in this area. Also, as Cathy O’Neil asserts: “Algorithms are opinions embedded in code.”

AI may not be as adept as a skilled HR professional in seeing the possibilities for someone. Can person A’s existing skillsets be leveraged in this new/other position?

 
© 2021 | Daniel Christian