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These types of technologies aren’t true AI because it isn’t intuitive.

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The AI technologies listed fall within one of seven of the maternity levels of artificial intelligence which according to Roy Wang at Constellation Research include: 1) Perception, 2) Notification, 3) Suggestion, 4) Automation, 5) Prediction, 6) Prevention and 7) Situational Awareness.It’s it strange that we spend such a great deal of time in Word, Excel, Power Point and email?These are likely the least strategic activities we do in our roles in talent acquisition and HR.I’m listing the technologies in alphabetical order.If I have missed you from the list, please leave a comment as this list will evolve as I’m made aware of more AI talent acquisition technologies.Earlier I wrote about different ways in which HR and recruiting can use artificial intelligence to help bare some of the administrative burden that seems to take up so much of our time. technologies can allow HR as well as talent acquisition to be more strategic in our jobs. More importantly can AI effectively help recruiters identify candidates by race, gender, honesty, intelligence, performance, reliability, or culture fit? And since I know how challenging it is to find great talent regardless of their protected class, sexual orientation or experience level, I say yes, but with some hesitation.

In this article, I mentioned that artificial intelligence is defined as “an ideal ‘intelligent’ machine [that] is a flexible rational agent that perceives its environment and takes actions that maximize its chance of success at some goal.” It’s a branch of computer science that uses machine learning algorithms that mimic cognitive functions; making machines more human-like. I really hope that AI can do all those things and more.

And while I wait for an AI assistant to fully manage my email and develop beautiful powerpoint presentations and Excel formulas, I think that AI in terms of talent acquisition can fundamentally change how we effectively recruit and hire.

The challenge is there are likely a hundred or more AI technologies for recruiting with these numbers growing by the day.

I discussed in more detail the four transformations and the peril and opportunity they present in our industry recently on Cornerstone On Demand’s Rework Blog. I mention this because still a number of HR and recruiting leaders still rely on staffing plans and dashboards that are managing and maintained mostly via spreadsheet.

And yet here we are talking about the future of recruiting and talent acquisition.

As TA practitioners, how are you considering using or adopting artificial intelligence technologies?