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It’s hard to talk HR at all today without talking HR Technology. From your ATS to your HRIS we’ve got all of your tech acronyms covered in this category.
We’ve found that there are three common misconceptions people face when onboarding an artificial intelligence (AI) -powered tool. I’ve detailed those misconceptions below—along with how we help customers overcome them.
While many industries are playing catchup when it comes to implementing technologies like artificial intelligence (AI), one industry, in particular, has shown the value such technology offers. That industry is healthcare. Take note, as much of what AI has done for that industry translates very well into the needs of the HR professional.
The way we work today is a lot different from the way people worked just a decade ago. Freelancing is now a full-time job for many; 9-to-5 weekdays are being replaced by round-the-clock availability of independent consultants; and alternative work arrangements are becoming common throughout firms from global multinational corporations (MNCs) to local, bootstrapped start-ups.
In a previous post, we discussed the current uses of AI in the healthcare industry, and in a follow-up post, we looked at the first 5 of 11 policy recommendations made by Connected Health in a report titled “Policy Principles for Artificial Intelligence in Health.”
Artificial intelligence (AI) has been revolutionizing the way people and businesses complete a variety of tasks, and it promises to continue to do so at an increasing pace. One area that has great potential for AI applications is the healthcare industry.
Artificial intelligence (AI) has already altered our world in many significant ways, from targeted advertisements and personal home assistants to cybersecurity. The future promises even greater impacts, and health care is no exception.
Artificial intelligence (AI) promises to be a revolutionizing force in our lifetime in applications ranging from business, health care, media, and leisure, but many have expressed concern over AI’s potential for making the need for humans in many fields unnecessary. Some have even expressed concern over whether AI could become self-aware and eliminate and replace […]
The way we work today is a lot different from the way people worked just a decade ago. Freelancing is now a full-time job for many; 9-to-5 weekdays are being replaced by round-the-clock availability of independent consultants; and alternative work arrangements are becoming common throughout firms from global multinational corporations (MNCs) to local, bootstrapped start-ups.
Using artificial intelligence (AI) on day-to-day, mundane tasks frees up recruiters and allows them to spend their time where it matters the most: with prospective candidates. As we know, the candidate experience is vital to attracting and retaining talent, but could AI be used to lure jobseekers in, as well?
Yesterday’s post outlined six types of vendors you should work with as a learning and development (L&D) professional, and today’s post will outline six more.