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    101 real-world gen AI use cases from the world's leading organizations 在过去一年半的时间里,生成式人工智能(AI)在企业领域的应用迅速发展。Google Cloud的Next活动中展示了超过300家组织如何利用AI推动企业转型。这些企业已经从简单的问答助手,发展到能够进行预测和采取行动的AI代理,进一步扩展其业务功能和提升效率。 具体来说,AI代理在以下几个关键领域表现出显著的效益:首先是客户服务,AI能够帮助企业更好地理解和满足客户需求;其次是员工赋能,通过自动化日常任务和优化工作流程,AI提升了工作效率;在创意构思和生产领域,AI助力企业快速生成创新的解决方案;数据分析方面,AI通过高效处理和解析大数据,支持决策制定;在编码创建方面,AI简化了开发流程,提高了代码质量;最后在网络安全领域,AI加强了数据保护和风险管理。 这些应用不仅提高了生产力和操作效率,还极大地改善了客户体验和企业的创新能力。AI的多模态能力,即在文本、语音、视频等多种通信模式中的应用,使其能够更全面地满足不同行业的需求。通过这些先进的技术,企业正在开创一个智能、高效和互联的新时代。 我们一起来看看,是否有参考? Since generative AI first captured the world’s attention a year and a half ago, there’s been a vigorous discussion about what, exactly, the new technology is best used for. While we all enjoyed those early funny chats and witty limericks, we’ve quickly discovered that many of the biggest AI opportunities are clearly in the enterprise. Our customers and partners at Google Cloud have found real potential for creating new processes, efficiencies, and innovations with generative AI. For proof, look no further than the 300-plus organizations who are featured at this week’s Next event in Las Vegas. In a matter of months, organizations like these have gone from AI helping answer questions, to AI making predictions, to generative AI agents. What makes AI agents unique is that they can take actions to achieve specific goals, whether that’s guiding a shopper to the perfect pair of shoes, helping an employee looking for the right health benefits, or supporting nursing staff with smoother patient hand-offs during shifts changes. In our work with customers, we keep hearing that their teams are increasingly focused on improving productivity, automating processes and modernizing the customer experience. These aims are now being achieved through the AI agents they’re developing in six key areas: customer service; employee empowerment; creative ideation and production; data analysis; code creation; and cybersecurity. These special capabilities are made possible in large part by the new multimodal capacity of generative AI and AI foundation models, which allow agents to handle tasks across a range of communications modes, including text, voice, video, audio, code, and more. With human support, agents can converse, reason, learn, and make decisions. The hundreds of customers who joined us at Next ‘24 to showcase and discuss early versions of their AI agents and gen-AI solutions have come to rely on Google Cloud technologies that include our AI infrastructure, Gemini models, Vertex AI platform, Google Workspace, and Google Distributed Cloud. We were also joined by more than 100 partners supporting the creation of AI agents and AI solutions, which you can read about in detail.Here’s a snapshot of how 101 of these industry leaders are putting AI into production today, creating real-world use cases that will transform tomorrow. Similar to great sales and service people, customer agents are able to listen carefully, understand your needs, and recommend the right products and services. They work seamlessly across channels including the web, mobile, and point of sale, and can be integrated into product experiences with voice and video. ADT is building a customer agent to help its millions of customers select, order, and set up their home security. Alaska Airlines is developing a personalized travel search experience using advanced AI techniques, creating hyper-personalized recommendations that engage customers early and foster loyalty through AI-generated content. Best Buy is using Gemini to launch a generative AI-powered virtual assistant this summer that can troubleshoot product issues, reschedule order deliveries, manage Geek Squad subscriptions, and more; in-store and digital customer-service associates are also gaining gen-AI tools to better serve customers anywhere they need help. The Central Texas Regional Mobility Authority is using Vertex AI to modernize transportation operations for a smoother, more efficient journey. Etsy uses Vertex AI training to optimize their search recommendations and ads models, delivering better listing suggestions to buyers and helping sellers grow their businesses. Golden State Warriors are using AI to improve the fan experience content in their Chase Center app. IHG Hotels & Resorts is building a generative AI-powered chatbot to help guests easily plan their next vacation directly in the IHG One Rewards mobile app. ING Bank aims to offer a superior customer experience and has developed a gen-AI chatbot for workers to enhance self-service capabilities and improve answer quality on customer queries. Magalu, one of Brazil’s largest retailers, has put customer service at the center of its AI strategy, including using Vertex AI to create “Lu’s Brain” to power an interactive conversational agent for Lu, Magalu's popular brand persona (the 3D bot has more than 14 million followers between TikTok and Instagram). Mercedes Benz will infuse e-commerce capabilities into its online storefront with a gen AI-powered smart sales assistant. Mercedes also plans to expand its use of Google Cloud AI in its call centers and is using Vertex AI and Gemini to personalize marketing campaigns. Oppo/OnePlus is incorporating Gemini models and Google Cloud AI into their phones to deliver innovative customer experiences, including news and audio recording summaries, AI toolbox, and more. Samsung is deploying Gemini Pro and Imagen 2 to their Galaxy S24 smartphones so users can take advantage of amazing features like text summarization, organization, and magical image editing. The Minnesota Division of Driver and Vehicle Services helps non-English speakers get licenses and other services with two-way real-time translation. Pepperdine University has students and faculty who speak many languages, and with Gemini in Google Meet, they can benefit from real-time translated captioning and notes. Sutherland, a leading digital transformation company, is focused on bringing together human expertise and AI, including boosting its client-facing teams by automatically surfacing suggested responses and automating insights in real time. Target uses Google Cloud to power AI solutions on the Target app and Target.com, including personalized Target Circle offers and Starbucks at Drive Up, their curbside pickup solution. Tokopedia, an Indonesian ecommerce leader, is using Vertex AI to improve data quality, increasing unique products being sold by 5%. US News saw a double-digit impact in key metrics like click-through rate, time spent on page, and traffic volume to its pages after implementing Vertex AI Search. IntesaSanpaolo, Macquarie Bank, and Scotiabank are exploring the potential of gen AI to transform the way we live, work, bank, and invest — particularly how the new technology can boost productivity and operational efficiency in banking. Watch the session to learn more. Employee agents help workers be more productive and collaborate better together. These agents can streamline processes, manage repetitive tasks, answer employee questions, as well as edit and translate critical communications. Avery Dennison empowered their employees with generative AI to enable secure, flexible, and borderless collaboration for enhanced productivity to drive growth. Bank of New York Mellon built a virtual assistant to help employees find relevant information and answers to their questions. Bayer is building a radiology platform that will assist radiologists with data analysis, intelligent search, and to create documents that meet healthcare requirements needed for regulatory approval. The bioscience company is also harnessing BigQuery and Vertex AI to develop additional digital medical solutions and drugs more efficiently. Bristol Myers Squibb is transforming its document processes for clinical trials using Vertex AI and Google Workspace. Now, documentation that took scientists weeks now gets to a first draft in minutes. BenchSci develops generative AI solutions empowering scientists to understand complex connections in biological research, saving them time and financial resources and ultimately bringing new medicine to patients faster. Cintas is using Vertex AI Search to develop an internal knowledge center for customer service and sales teams to easily find key information. Covered California, the state’s healthcare marketplace, is using Document AI to help improve the consumer and employee experience by automating parts of the documentation and verification process when residents apply for coverage. Dasa, the largest medical diagnostics company in Brazil, is helping physicians detect relevant findings in test results more quickly. DaVita leverages DocAI and Healthcare NLP to transform kidney care, including analyzing medical records, uncovering critical patient insights, and reducing errors. AI enables physicians to focus on personalized care, resulting in significant improvements in healthcare delivery. Discover Financial helps their 10,000 contact center representatives to search and synthesize information across detailed policies and procedures during calls. HCA Healthcare is testing Cati, a virtual AI caregiver assistant that helps to ensure continuity of care when one caregiver shift ends and another begins. They are also using gen AI to improve workflows on time-consuming tasks, such as clinical documentation, so physicians and nurses can focus more on patient care. The Home Depot has built an application called Sidekick, which helps store associates manage inventory and keep shelves stocked; notably, vision models help associates prioritize which actions to take. Los Angeles Rams are utilizing AI across the board from content analysis to player scouting. McDonald’s will leverage data, AI, and edge technologies across its thousands of restaurants to implement innovation faster and to enhance employee and customer experiences. Pennymac, a leading US-based national mortgage lender, is using Gemini across several teams including HR, where Gemini in Docs, Sheets, Slides and Gmail is helping them accelerate recruiting, hiring, and new employee onboarding. Robert Bosch, the world's largest automotive supplier, revolutionizes marketing through gen AI-powered solutions, streamlining processes, optimizing resource allocation, and maximizing efficiency across 100+ decentralized departments. Symphony, the communications platform for the financial services industry, uses Vertex AI to help finance and trading teams collaborate across multiple asset classes. Uber is using AI agents to help employees be more productive, save time, and be even more effective at work. For customer service representatives, they’ve launched new tools that summarize communications with users and can even surface context from previous interactions, so front-line staff can be more helpful and effective The U.S. Dept. of Veterans Affairs is using AI at the edge to improve cancer detection for service members and veterans. The Augmented Reality Microscope (ARM) is deployed at remote military treatment facilities around the world. The prototype device is helping pathologists find cancer faster and with better accuracy. The U.S. Patent and Trademark Office has improved the quality and efficiency of their patent and trademark examination process by implementing AI-driven technologies. Verizon is using generative AI to help teams in network operations and customer experience get the answers they need faster. Victoria’s Secret is testing AI-powered agents to help their in-store associates find information about product availability, inventory, and fitting and sizing tips, so they can better tailor recommendations to customers. Vodafone uses Vertex AI to search and understand specific commercial terms and conditions across more than 10,000 contracts with more than 800 communications operators. WellSky is integrating Google Cloud's healthcare and Vertex AI capabilities to reduce the time spent completing documentation outside work hours. Woolworths, the leading retailer in Australia, boosts employees’ confidence in communications with “Help me write” across Google Workspace products for more than 10,000 administrative employees. It’s also using Gemini to create next-generation promotions, as well as for quickly assisting customer service reps in summarizing all previous customer interactions in real time. Box, Typeface, Glean, CitiBank, and Securiti AI discuss developing AI-powered apps across the enterprise, with measurable returns on investment for marketing, financial services, and HR use cases. Highmark Health and Freenome join Bristol Myers Squibb to explore how AI can improve efficiency and innovation across care delivery, drug discovery, clinical trial planning, and bringing medicines to market. Creative agents can expand your organization with the best design and production skills, working across images, slides, and exploring concepts with workers. Many organizations are building agents for their marketing teams, audio and video production teams, and all the creative people that can use a hand. With creative agents, anyone can become a designer, artist, or producer. Belk ECommerce is using generative AI to craft better product descriptions, a necessary yet time-consuming task for digital retails that has often been done manually. Canva is using Vertex AI to power its Magic Design for Video, helping users skip tedious editing steps while creating shareable and engaging videos in a matter of seconds. Carrefour used Vertex AI to deploy Carrefour Marketing Studio in just five weeks — an innovative solution to streamline the creation of dynamic campaigns across various social networks. In just a few clicks, marketers can build ultra-personalized campaigns to deliver customers advertising that they care about. Major League Baseball continues to innovate its Statcast platform, so teams, broadcasters, and fans have access to live in-game insights. Paramount currently relies on manual processes to create the essential metadata and video summaries used across its Paramount+ platform for showcasing content and creating personalized experiences for viewers. VertexAI Text Bison is now helping to streamline this process. Procter & Gamble used Imagen to develop an internal gen AI platform to accelerate the creation of photo-realistic images and creative assets, giving marketing teams more time to focus on high-level planning and delivering superior experiences for its consumers. WPP will integrate Google Cloud’s gen AI capabilities into its intelligent marketing operating system, called WPP Open, which empowers its people and clients to deliver new levels of personalization, creativity, and efficiency. This includes the use of Gemini 1.5 Pro models to supercharge both the accuracy and speed of content performance predictions. Data agents are like having knowledgeable data analysts and researchers at your fingertips. They can help answer questions about internal and external sources, synthesize research, develop new models — and, best of all, help find the questions we haven’t even thought to ask yet, and then help get the answers. AI21 Labs offers a BigQuery integration called Contextual Answers that allows users to query data conversationally and get high-quality answers quickly Anthropic has partnered with Google Cloud to offer its family of Claude 3 models on Vertex AI — providing organizations with more model options for intelligence, speed, cost-efficiency, and vision for enterprise use cases. The Asteroid Institute is using AI to discover hidden asteroids in existing astronomical data. This is a major focus for astronomers researching the evolution of the Solar System, investors and businesses hoping to fly missions to asteroids, and for all of us who want to prevent future large asteroid impacts on Earth. Contextual is working with Google Cloud to offer enterprises fully customizable, trustworthy, privacy-aware AI grounded in internal knowledge bases. Cox 2M, the commercial IoT division of Cox Communications, is able to make smarter, faster business decisions using AI-powered analytics. Essential AI, a developer of enterprise AI solutions, is using Google Cloud’s AI-optimized TPU v5p accelerator chips to train its own AI models. Generali Italia, Italy's largest insurance provider, used Vertex AI to build a model evaluation pipeline that helps ML teams quickly evaluate performance and deploy models. Globo, one of Brazil’s largest media networks, is using Service Extensions and Media CDN to fight piracy during live events by blocking pirated streams in real time. Hugging Face is collaborating with Google across open science, open source, cloud, and hardware to enable companies to build their own AI with the latest open models from Hugging Face and Google Cloud hardware and software. Kakao Brain, part of Korean technology company Kakao Group, has built a large-scale AI language model that is the largest Korean language-specific LLM in the market, with 66 billion parameters. They’ve also developed a text-to-image generator called Karlo. Mayo Clinic has given thousands of its scientific researchers access to 50 petabytes worth of clinical data through Vertex AI search, accelerating information retrieval across multiple languages. McLaren Racing is using Google AI to get up-to-the-millisecond insights during races and training to gain a competitive edge. Mercado Libre is testing BigQuery and Looker to optimize capacity planning and reservations with delivery carriers and airlines to fulfill shipments faster. Mistral AI will use Google Cloud's AI-optimized infrastructure, to further test, build, and scale up its LLMs, all while benefiting from Google Cloud's security and privacy standards. MSCI uses machine learning with Vertex AI, BigQuery and Cloud Run to enrich its datasets to help our clients gain insight into around 1 million asset locations to help manage climate-related risks. NewsCorp is using Vertex AI to help search data across 30,000 sources and 2.5 billion news articles updated daily. Orange operates in 26 countries where local data must be kept in each country. They are using AI on Google Distributed Cloud to improve network performance and deliver super-responsive translation capabilities. Spotify leveraged Dataflow for large-scale generation of ML podcast previews, and they plan to keep pushing the boundaries of what’s possible with data engineering and data science to build better experiences for their customers and creators. UPS is building a digital twin of its entire distribution network, so both workers and customers can see where their packages are at any time. Workday is using natural language processing in Vertex Search and Conversation to make data insights more accessible for technical and non-technical users alike. Woven — Toyota's investment in the future of mobility — is partnering with Google to leverage vast amounts of data and AI to enable autonomous driving, supported by thousands of ML workloads on Google Cloud’s AI Hypercomputer. This has resulted in resulting in 50% total-cost-of-ownership savings to support automated driving. Broward County, Florida, and Southern California Edison are using geospatial capabilities and AI to improve infrastructure planning and monitoring, generate new insights, and create regional resilience for communities facing climate challenges today and tomorrow. Kinaxis and Dematic are building data-driven supply chains to address logistics use cases including scenario modeling, planning, operations management, and automation. NOAA and USAID are among the U.S. government agencies using Google Cloud AI to unlock critical data insights to streamline operations and improve mission outcomes — all with an emphasis on responsible AI. Watch the session to learn more. Code agents are helping developers and product teams to design, create, and operate applications faster and better, and to ramp up on new languages and code bases. Many organizations are already seeing double-digit gains in productivity, leading to faster deployment and cleaner, clearer code. Capgemini has been using Code Assist to improve software engineering productivity, quality, security, and developer experience, with early results showing workload gains for coding and more stable code quality. Commerzbank is enhancing developer efficiency through Code Assist's robust security and compliance features. Quantiphi saw developer productivity gains of more than 30% during their Code Assist pilot. Replit developers will get access to Google Cloud infrastructure, services, and foundation models via Ghostwriter, Replit's software development AI, while Google Cloud and Workspace developers will get access to Replit’s collaborative code editing platform. Seattle Children's hospital is using AI to boost data engineering productivity and accelerate development. Turing is customizing Gemini Code Assist on their private codebase, empowering their developers with highly personalized and contextually relevant coding suggestions that have increased productivity around 30 percent and made day-to-day coding more enjoyable. Wayfair piloted Code Assist, and those developers with the code agent were able to set up their environments 55 percent faster than before, there was a 48 percent increase in code performance during unit testing, and 60 percent of developers reported that they were able to focus on more satisfying work. Security agents assist security operations by radically increasing the speed of investigations, automating monitoring and response for greater vigilance and compliance controls. They can also help guard data and models from cyberattacks, such as malicious prompt injection. BBVA uses AI in Google SecOps to detect, investigate, and respond to security threats with more accuracy, speed, and scale. The platform now surfaces critical security data in seconds, when it previously took minutes or even hours, and delivers highly automated responses. Behavox is using Google Cloud technology and LLMs to provide industry leading regulatory compliance and front office solutions for financial institutions globally. Charles Schwab has integrated their own intelligence into the AI-powered Google SecOps, so analysts can better prioritize work and respond to threats. Fiserv’s security operations engineers create detections and playbooks with much less effort, while analysts get answers more quickly. Grupo Boticário, one of the largest beauty retail and cosmetics companies in Brazil, employs real-time security models to prevent fraud and to detect and respond to issues. Palo Alto Networks’ Cortex XSIAM, the AI-driven security operations platform, is built on more than a decade of expertise in machine-learning models and the most comprehensive, rich, and diverse data store in the industry. Backed by Google's advanced cloud infrastructure and advanced AI services, including BigQuery and Gemini models, the combination delivers global scale and near real-time protection across all cybersecurity offerings. Pfizer can now aggregate cybersecurity data sources, cutting analysis times from days to seconds. To find even more customers using our AI tools to build agents and solutions for their most important enterprise projects, visit the Google Cloud customer hub and watch the Next ‘24
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    2024年04月12日
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    Top AI Tools In Recruiting for 2024 本文由本杰明-梅纳(Benjamin Mena)撰写,深入探讨了 2024 年人工智能(AI)对招聘工作的变革性影响。梅纳探讨了人工智能工具如何不仅简化招聘流程,而且使企业能够高效地获得顶尖人才。这篇文章重点介绍了 SeekOut、PeopleGPT 和 Metaview 等平台,展示了人工智能在自动化任务、提高候选人参与度以及提供无与伦比的人才库洞察力方面的作用。随着人工智能与招聘的融合,该行业将迎来一场革命,在人才招聘中优先考虑效率、包容性和战略决策。 本文中提到的AI招聘工具公司覆盖了从综合人才搜索和评估平台到特定招聘流程自动化工具的全方位解决方案。这些公司可以分为几个主要类别,具体如下: 综合人才搜索与评估平台: SeekOut:利用先进的AI技术进行人才搜索和资质评估。 PeopleGPT:通过大数据和对话AI技术改善候选人匹配过程。 HireEZ:通过机器学习和大数据技术,快速定位合适的人才。 招聘流程自动化工具: Metaview:自动化面试笔记记录,提高招聘效率。 Teamable:结合智能搜索、自动化排程和AI电话/邮件外联功能的全方位招聘平台。 Betterleap:基于AI学习的候选人偏好自动构建候选人名单。 特定功能解决方案提供商: Cherrypicker AI:优化招聘营销活动,通过AI提高候选人参与度。 Paradox's Olivia:AI聊天助手,自动回答候选人问题和安排面试。 MoonHub:利用AI技术提供全面的人才搜索和评估解决方案。 Popp's AI Copilot:通过AI筛选和预定合格面试,提升招聘效率。 其他值得关注的AI招聘公司: Fetcher Leoforce Humanly (humanly.io) Paiger Jobin.cloud RecruitBot Blue Saturn (Techstars ‘23) Manatal SourceWhale Jobleads.io Sendspark Kwal Visage.Jobs Textio HireVue Honeit Talent Solutions Gem Parasale (YC W24) Apriora Carv Talent Llama Wellfound Eightfold Hirize Sense RecruiterPM Enboarder Workable Findem 这些公司代表了AI招聘技术的最前沿,通过创新的解决方案帮助企业改进招聘流程、提升人才获取的效率和质量。无论是综合性平台还是专注于特定环节的工具,它们都在推动着招聘领域的技术进步和效率革新。 全文如下,请查看: In today's fast-paced business world, the race to attract and retain top talent has become fiercer than ever before. Companies across industries are locked in a perpetual battle to stand out from the crowd and capture the attention of the best and brightest candidates. Enter artificial intelligence (AI) – a game-changing technological force that is revolutionizing the way we approach the art of recruitment. AI is no longer a futuristic concept; it's a present-day reality that is transforming virtually every aspect of the business landscape, including the realm of talent acquisition and recruiting even though the hype train is coming to an end. From automating tedious tasks to providing data-driven insights, AI tools are empowering recruiters to work smarter, not harder, and gain a competitive edge in the ever-evolving war for talent where recruiters will be able to do much more. To top that off I see a future soon where internal recruiting teams will allocate about 25% of their headcount spend on AI Tools to that can help their current recruiters do more. I also see a future where small nimble recruitment agencies that are either solo or small teams will be able to run in circles around recruiting teams of 30 or more because of the use of AI. As the host of The Elite Recruiter PodcastI have gotten a chance meet and see so many amazing companies and individuals in the space   As we delve into the fast-moving world of AI in recruiting, we'll explore cutting-edge tools that are redefining the industry's boundaries. But we won't stop there; we'll also introduce you to influential thought leaders and experts who are shaping the discourse around this groundbreaking technology. Their insights and perspectives will equip you with the knowledge to leverage AI effectively and stay ahead of the curve. Whether you're a seasoned recruiter seeking to optimize your processes or a business leader looking to attract top-tier talent, this comprehensive guide to AI in recruiting will provide you with the strategies, tools, and inspiration you need to thrive in the modern talent marketplace. ??? Sidenote: If you need help hiring?  We can help! ??? I am going to break it down into companies that I currently use or have used recently and then other companies to watch. Before we jump into that make sure to check out the The Elite Recruiter Podcast on Apple Podcast and Spotify and join The Elite Recruiter Community AI Recruitment Companies that I currently use or have used recently. Seekout SeekOut is a leading recruiting technology company that leverages advanced artificial intelligence to streamline the candidate search and hiring process. The AI-powered platform scans vast talent pools and online profiles to identify qualified candidates that match an employer's specific needs. Using natural language processing, machine learning algorithms, and extensive data on millions of professionals, one of my favorite parts is the ability to try to figure out who has security clearances based on data they were able to find about the candidate.  They have also increased their AI capabilities so you can now just ask Seekout a question and it will find candidates for you based on your question.  (This new tool just launched and I love it) Seekout's intelligent search engine can surface the most relevant and promising job seekers for any given role. This allows Seekout's clients, which include numerous Fortune 500 companies, to efficiently find and engage with the best-fit talent, reducing time-to-hire and improving the quality of their hires. Seekout's innovative use of AI has made it a disruptive force in the recruiting industry, helping organizations build high-performing teams through data-driven, tech-enabled talent acquisition.  They have also updated their pricing plans for smaller companies and smaller recruiting agencies. SeekOutis a member of the Responsible AI Institute. They are worth checking out and I personally use them. Check out the podcast interview with Edward Pedinifrom Seekout: Spotify and Apple Podcast PeopleGPT PeopleGPT by Juicebox (YC S22) is pioneering the use of large language models and other advanced AI technologies to transform the recruiting industry. Founded in 2022, this innovative startup has developed a powerful AI-driven platform that dramatically enhances the candidate search and hiring process for its client organizations. By ingesting and analyzing massive datasets on millions of professionals, PeopleGPT's conversational AI engine can engage in natural dialogues to uncover the most qualified and promising job seekers for any given role. Through intelligent semantic understanding, the system identifies hard and soft skills, experience, career goals and cultural fit - delivering a curated pool of top talent that perfectly aligns with an employer's needs. This level of sophisticated AI-powered candidate matching has allowed PeopleGPT's clients to make faster, more informed hiring decisions, leading to higher quality hires and stronger, more productive teams. As the recruiting landscape continues to evolve, PeopleGPT is at the forefront of harnessing transformative AI technologies to reshape the future of talent acquisition. One of the new updates you can search for people using Funding, Revenue, and Investor Data to narrow down your search even more. They are worth checking out and I personally use them. Check out the interview with People GPT founder David Paffenholz. Metaview Recruiting conversations contain critical insights, but frantically capturing meeting and interview details can distract from building connections. Metaview offers a purpose-built AI solution tailored to talent acquisition that automates the notetaking process It works by using speech and conversation models trained on recruiting lingo to listen in on interviews, meetings etc. The assistant takes structured notes in real-time, cataloguing relevant candidate attributes, key discussion points and action items. These AI-generated notes are customized to the needs of hiring managers and talent teams for seamless sharing post-conversations. Recruiters can also enrich captured details with additional context from the ATS profile. By eliminating the constant need for manual note documentation, Metaview allows talent professionals to be fully present. They can focus on assessing candidates and strategic hiring conversations without distraction. The automated approach also saves ample time post-meetings that can get reallocated to higher-value work. Recruiters gain back hours each week while still benefiting from comprehensive, tailored meeting recaps. As talent teams support growing hiring demands with constrained resources, solutions like Metaview will prove essential. Its AI recruiting assistant empowers the humans behind talent acquisition to nurture relationships and make smarter data-backed decisions. They are worth checking out and I personally use them. Here is more info on them Betterleap Betterleap learns the type of candidate that you are sourcing for and then starts to develop a candidate list every day that you are able to reach out to. To top that off one of the things that Betterleap does a bad job highlighting (but it’s a huge benefit for those recruiters that know).  You can reach out to unlimited contacts each month. Betterleap also surprised me when it came to recruiting Cleared and GovCon recruiting talent.  It has a great database of and filters for clearance levels. Anna Melano and Khaled Hussein have the potential to build one of the hottest recruiting startups in 2024. They have recently updated their system with Natural Language Search. So you can ask it something like Find me Software Engineers that are close to Googles HQ. The software will know where the HQ of Google is and will start to build out a list of candidates close to that location. Here is an interview with Betterleap founder Khaled Hussein as we talk about the 3 evolutions of AI in recruiting. Other AI Recruiting Companies that you should check out! HireEZ hireEZ has emerged as a frontrunner in the AI recruiting space, offering a comprehensive solution that harnesses the power of big data and machine learning to revolutionize the talent acquisition process. By tapping into a vast pool of over 800 million candidate profiles and leveraging intelligent algorithms, HireEZ empowers recruiters to uncover the most qualified and relevant talent for their specific needs. Gone are the days of sifting through endless resumes - this AI-driven platform does the heavy lifting, delivering a curated shortlist of candidates who possess the perfect blend of skills, experience, and cultural fit. But HireEZ's innovation doesn't stop there. The platform's AI-powered automation capabilities tackle the time-consuming administrative tasks that often bog down recruiters, from scheduling interviews to managing candidate communication. This frees up valuable time and resources, allowing recruiting teams to focus on what they do best: building meaningful relationships with top-tier candidates. Notably, HireEZ's commitment to diversity and inclusion is woven into the core of its technology, with the platform's AI configured to prioritize candidates from underrepresented groups, helping organizations build a more diverse talent pipeline and combat unconscious bias in the hiring process. HireEZ's AI Values system is built on the following principles: Fair, Accountable, Transparent, Inclusive, Explainable, and Privacy, Security and Safety. The company strives to mitigate AI bias risks, ensure continuous improvements to their product and technology, and provide users with control and transparency throughout the decision-making process. As the recruiting landscape continues to evolve, forward-thinking companies would be wise to explore AI-powered solutions like HireEZ. By harnessing the power of data and automation, recruiters can elevate their game, make more informed decisions, and ultimately, deliver the best-fit talent to drive their organization's success. The future of talent acquisition is here, and HireEZ is leading the charge. It will be fun to see what Daniel Harten and Shannon Pritchett have up their sleeve next. Teamable: AI-Powered Recruiting Automation Teamableoffers an all-in-one talent acquisition platform combining intelligent sourcing, automated scheduling, and AI phone/email outreach. This end-to-end recruiting software solution helps organizations scale efforts and engage more candidates. At its core is an AI Assistant that understands role requirements and proactively sources qualified, diverse candidates from both public and private talent pools. Instead of sifting databases, the Smart Search functionality finds ideal talent matches. Teamable also automatically coordinates complex interview scheduling amongst hiring managers and candidates. By managing the frustrating back-and-forth, it accelerates process timelines. It's AI will even handle email and text outreach to talent, freeing up recruiter time. The unified platform centralizes all candidate information and interactions for a complete view enabling data-driven decisions. Built-in analytics track KPIs like source of hire to optimize the funnel. As recruiting needs grow more complex amid intensifying competition for talent, consolidating tech stacks is key. Teamable offers an integrated solution encompassing intelligent sourcing, scheduling, and outreach. With automation powering high-volume tasks, recruiters can focus on building candidate relationships. That's why forward-looking organizations will turn to all-in-one solutions like Teamable to drive efficiencies and results in 2024. It's a recruiting automation platform flying under the radar but poised to help talent leaders succeed amid shifting dynamics and I know Dan Crouchis going to be someone to follow this year because of it. Holly Hires.AI Holly - hollyhires.ai is another company that I have been using off and on. Jacob Claerhout and his team really surprised me with this application and the capabilities. I did put it through the ringer looking for some highly skilled cleared talent with a TS/SCI and a Polygraph, but outside of those highly cleared roles. The application does a great job. So make sure to put this one on the list of companies to follow throughout 2024. Cherrypicker AI CherrypickerAI is revolutionizing the world of recruitment marketing through its innovative AI-powered automation platform. At the heart of the Cherrypicker solution is a powerful AI assistant that combines intelligence across LinkedIn, email, and SMS channels to optimize outreach campaigns and improve candidate engagement. Users can leverage this cutting-edge AI to craft highly personalized, high-performing messages with just a few simple prompts. Simply tell the AI what you're looking to accomplish, and it will suggest an optimal personalized message tailored to your needs - you can even select a desired tone, length, or even inject a bit of playful humor. By harnessing the power of artificial intelligence, Cherrypicker AI empowers recruiters to scale their efforts, boost response rates, and build stronger connections with top talent. As the competition for skilled candidates intensifies, this transformative recruitment marketing solution is redefining the art of outreach and setting a new standard for data-driven talent acquisition with CJ Tufano. Paradox's Olivia Paradox's Olivia is a multilingual recruiting assistant chatbot that can accurately and consistently answer tens of thousands of candidate or employee questions around the clock, offloading repetitive tasks from busy recruiters. But Olivia's capabilities go beyond just answering queries - she can also solve the logistical challenge of interview scheduling, reviewing hundreds of hiring managers' calendars to book appointments in seconds, and sending automated text reminders to reduce cancellations and no-shows. Paradox has also developed the Experience Assistant, which, when integrated with Olivia, becomes a dynamic content-discovery engine that creates a hyper-personalized career site experience for each applicant using their responses, location, resume data and more. Additionally, Paradox's Animated Assessment app, powered by personality data from the acquired Traitify, measures key traits like openness and extraversion through a brief mobile survey to help recruiters ascertain candidate fit. Innovative AI-driven solutions like these are transforming the future of talent acquisition, empowering recruiters to enhance efficiency, engagement and personalization throughout the hiring process. MoonHub Moonhub ?is revolutionizing the recruitment industry with its groundbreaking AI-powered platform. Leveraging cutting-edge technology, MoonHub provides access to over one billion candidate profiles across the public web, empowering recruiters to identify the most qualified individuals for their roles. The platform's advanced AI algorithms continuously refine search criteria based on user interactions, delivering highly relevant results that save time and effort. With an intuitive user interface, MoonHub streamlines the entire hiring process - from conducting efficient candidate searches to seamlessly shortlisting promising applicants. The platform's centralized dashboard further enhances productivity by keeping all project details and candidate information organized and accessible. Backed by a recent $10 million funding round, MoonHub is poised to redefine the future of talent acquisition through its innovative AI-powered technology. Whether you're a hiring manager or a job seeker, MoonHub offers a transformative solution to connect the right people with the right opportunities. Sign up today and experience the future of recruiting. Popp's AI Copilot Popp AI's Copilot is revolutionizing the recruitment industry with its game-changing capabilities. Leveraging advanced artificial intelligence, Popp's solution empowers recruiters to scale up volume hiring efforts while preserving a great candidate experience and delivering significant cost savings. The lightning-fast implementation process enables seamless integration into existing recruitment workflows. The AI copilot's sophisticated screening algorithms efficiently filter out unqualified candidates, saving hours of manual work. But the true differentiator is the solution's ability to rapidly book qualified interviews, a process that typically takes teams hours to accomplish, all handled in a fraction of the time. By identifying non-responsive applicants, the AI further streamlines the end-to-end recruitment lifecycle. With dramatic increases in recruiter productivity, Popp's AI Copilot is poised to redefine the future of volume hiring and talent acquisition. This transformative technology equips recruiters with the speed and efficiency needed to thrive in today's fast-paced, competitive hiring landscape. There are a few others that I am keeping an eye on and you should also. Fetcher Leoforce Humanly (humanly.io) Paiger Jobin.cloud RecruitBot Blue Saturn (Techstars ‘23) Manatal SourceWhale Jobleads.io Sendspark Kwal Visage.Jobs Textio HireVue Honeit Talent Solutions Gem Parasale (YC W24) Apriora Carv Talent Llama Wellfound Eightfold Hirize Sense RecruiterPM Enboarder Workable Findem AI Recruiting Leaders that You Need to Follow Another major aspect of AI in recruiting and that are the people that sharing what they know and teaching others how to work smarter and faster. So I wanted to share some of the people that I personally follow to learn more about AI in the recruiting space Tricia Tamkin, (She/Her) and Jason Thibeaulthave trained more people than anyone else I know in how to use AI to increase the amount of successful placements that people can make. Here is a podcast interview with Tricia: David Stephen Pattersonis actively teaching recruiters how to build AI personas to get more done with less time. Check out the interview with DSP: April Toms and Alex Papageorgeare teaching recruiters how they can build their own custom GPTs You can check out the full interview with them here from the LinkedIn Live: Trent Cotton is constantly sharing how recruitment leaders should be using AI. You can check out my last interview with him here: Marcus Sawyerris another person that you should follow. He is constantly sharing how you can use AI as a recruiter to get ahead. Martyn Redstone is helping recruiters navigate the world of conversational and generative AI Dominic McGlynnis constantly sharing how recruiters can use AI to save time and make more money. Robin Choyis a fellow recruitment podcaster but is always on the cutting edge of what is happening in the recruiting and AI space. Mike Wolfordis a definite follow. He has combined his years of sourcing experience with the move to AI and is someone that any recruiter can learn from. Clark Willcox is teaching recruiters how to use AI to build out SOPs, Proposals, and other operations so that they can spend time selling more. Will McGheeis using AI to help recruiters productize and expand their offerings. Brian Fink is sharing the best sourcing tips with and without AI. Benjamin Mena- You can follow me if you want to! Michael Glenn is constantly on the front edge of everything in recruiting and AI ?Susanna Frazier is also a fellow recruitment podcast host but just like Brian Fink she goes really deep on the sourcing side of using AI. Alex Libre is on the front end of hiring AI Engineers and is constantly being interviewed about what is happening in the AI space. Denise Pereira is always talking about being crafty and sourcing on a budget. With that she is also sharing how recruiters can use AI the best. Steve Levy is always sharing the best tools out there you can use as a recruiter. Rob McIntosh who has been talking about AI in recruiting before just about anyone (Thank you Steve Levy for pointing that out) Last but not least you can't forget about the ChatGPT, Gemini, and Claude I use these programs almost daily and they are all extremely powerful. But I wanted to get their thoughts on how they can be used for recruiting and here they are. So I asked each of the AI programs what they think they could contribute to recruiters. ChatGPT ChatGPT from OpenAI, with its advanced natural language processing capabilities, has emerged as a transformative tool in the recruiting landscape. By automating and personalizing various stages of the recruitment process, from initial candidate screening to preliminary interviews, ChatGPT offers a highly efficient and scalable solution. Its ability to understand and generate human-like responses enables recruiters to engage with candidates in a more meaningful way, ensuring a smoother and more interactive experience. Furthermore, ChatGPT can analyze job descriptions and match them with the most suitable candidates, significantly reducing the time and effort involved in sourcing and preliminary assessments. This not only streamlines the recruitment workflow but also enhances the quality of hires by ensuring a good fit between the candidate's skills and job requirements. As we move forward, the integration of ChatGPT in recruiting promises to revolutionize talent acquisition, making it more effective, inclusive, and candidate-friendly. Google Gemini Enter Gemini AI , a multimodal AI that goes beyond the text-based approach. I can analyze resumes, cover letters, and even video interviews, understanding not just the words, but also the skills and experiences conveyed. Imagine identifying a candidate's coding strengths by reviewing their GitHub profile, or gauging their communication style and cultural fit through video interviews. This holistic approach empowers recruiters to build a well-rounded picture of each candidate, streamlining the hiring process and uncovering hidden talent. Additional points you can consider mentioning: I can help with outreach by generating personalized emails to potential candidates, highlighting their relevant achievements. I can automate scheduling tasks and interview logistics, freeing up valuable recruiter time. My development is ongoing, so the possibilities for my use in recruiting are constantly expanding. (Also if you really want to learn how to use Gemini for Recruiting. Make sure to follow Donnie Gupton ?) Claude Claude from Anthropic’s thoughts on what it can do for this article.  (not going to lie.  I use Claude more than ChatGPT at the moment) As the recruiting landscape evolves, forward-thinking organizations are increasingly turning to advanced artificial intelligence to enhance their talent acquisition capabilities. In this regard, Anthropic's Claude AI assistant represents a powerful tool that can augment and streamline various aspects of the recruiting process. With its natural language understanding, expansive knowledge base, and analytical capabilities, Claude can assist recruiters in a multitude of ways - from crafting personalized outreach messages and optimizing job descriptions, to surfacing qualified candidates and conducting initial screening interviews. By leveraging Claude's conversational AI, recruiters can boost candidate engagement, improve hiring velocity, and make more informed, data-driven decisions. Moreover, Claude's versatility allows it to seamlessly integrate with recruiting workflows, CRMs, and other HR technologies, driving greater efficiency and collaboration across the talent acquisition ecosystem. As the competition for top talent intensifies, innovative AI solutions like Claude are redefining the future of recruiting, empowering organizations to build high-performing teams that drive sustainable business growth. Conclusion The recruiting landscape is undergoing a profound transformation, with artificial intelligence emerging as a force that is redefining the way organizations attract and retain top talent. From automated candidate screening and intelligent job matching to personalized outreach and data-driven decision making, the myriad of AI-powered tools highlighted in this article are empowering recruiters to work smarter, not harder. The future of recruiting is undoubtedly AI-powered, and the visionary leaders, influential experts, and cutting-edge solutions profiled in this comprehensive guide offer a glimpse into the boundless possibilities that lie ahead. Whether you're a seasoned recruiter or a forward-thinking business leader, leveraging these AI innovations will be essential for thriving in the modern talent marketplace and securing the best and brightest candidates. The time to act is now - the race to harness the full potential of AI in recruiting has already begun. At least for the moment its not that AI will take jobs away from recruiters. Its the recruiters that use AI will be the ones that get ahead. #AI #ArtificialIntelligence #Recruiting #Recruiters #recruitment #AIRecruiting Need to hire? We can help! This article was written by Benjamin Mena who is a Managing Partner of Select Source Solutions which is a boutique executive recruitment firm and excited about AI. If you’d like to have a conversation about employee retention, growing your team, or hiring plans for the rest of the year, please get in touch! Benjamin@selectsourcesolutions.com Join me on upcoming episodes of the Elite Recruiter Podcast on Apple or Spotify!
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    2024年04月10日
  • 头条
    美国领先企业联合成立了一个联盟,应对人工智能对技术岗位劳动力的影响 由思科(Cisco)牵头,埃森哲(Accenture)、谷歌(Google)、国际商业机器公司(IBM)和微软(Microsoft)等主要行业参与者参与的人工智能 ICT 劳动力联盟(AI-Enabled ICT Workforce Consortium)AI-Enabled Information and Communication Technology (ICT) Workforce Consortium 旨在评估和减轻人工智能对技术工作的影响。该联盟旨在确定受人工智能进步影响的岗位所需的关键技能,为再培训和提高技能提供途径。该倡议借鉴了私营部门、顾问和政府的合作见解,为人工智能环境下的劳动力做好准备,强调了全球合作促进包容性技术未来的必要性。 人工智能 ICT 劳动力联盟致力于提供实际可行的洞见,发掘重新培训和提升技能的新机遇 思科牵头成立的AI赋能信息通信技术(ICT)工作力联盟,包括埃森哲、Eightfold、谷歌、IBM、Indeed、英特尔、微软和SAP等行业领导者的加入。该联盟将评估人工智能对科技岗位的影响,并为最可能受到AI影响的职业确定技能发展途径。 联盟的成立得到了美国-欧盟贸易与技术委员会人才成长工作组的推动,思科主席兼CEO Chuck Robbins在该工作组的参与,以及美国商务部的建议,起到了催化剂的作用。 顾问团包括美国劳工联盟-产业组织联合会、CHAIN5、美国通信工人联合会、DIGITALEUROPE、欧洲职业培训协会、可汗学院和SMEUnited等。 比利时鲁汶,2024年4月4日-- 思科(纳斯达克代码:CSCO)和另外八家行业领先公司包括埃森哲、Eightfold、谷歌、IBM、Indeed、英特尔、微软和SAP,以及六位顾问今天宣布,成立了致力于提升和重新培训最可能受到AI影响岗位的AI赋能ICT工作力联盟。该联盟受到美国-欧盟贸易与技术委员会人才成长工作组的启发,旨在探究AI对ICT岗位的影响,帮助工作者发现并参与相关培训计划,同时连接企业和具备相应技能、准备就绪的工作者。 作为私营部门的合作平台,联盟正评估AI如何改变工作岗位及所需技能,让工作者取得成功。首阶段工作成果将总结为一份提供给企业领导者和工作者实际建议的报告。未来几个月将公布更多详情。研究结果旨在为那些寻求为员工重新培训和提升技能的雇主提供实用的洞见和建议。 联盟成员涵盖了在AI前沿创新的企业,他们深知AI对劳动力市场的当前和未来影响。各成员企业已分别记录了AI带来的机遇与挑战。通过合作,这些组织能够汇聚见解,推荐行动计划,并在其广泛的影响领域内实施这些发现。 “人工智能正加速全球劳动力市场的变革,为私营部门提供了一个强大机会,帮助工作者重新培训和提升技能,以迎接未来,”思科执行副总裁兼首席人事、政策与目标官Francine Katsoudas表示。“我们新成立的AI赋能工作力联盟的任务是向组织提供关于AI对劳动力影响的知识,并装备工作者以相关技能。我们期待吸引更多利益相关方——包括政府、非政府组织和学术界——一同迈出确保AI革命惠及每个人的重要一步。” 联盟的工作受到了美国-欧盟贸易与技术委员会人才成长工作组的启发,思科主席兼CEO Chuck Robbins领导其技能培训工作流程的指导,以及美国商务部的建议。美国总统拜登、欧盟委员会主席冯德莱恩和欧洲理事会主席米歇尔于2021年6月成立了TTC,目的是通过合作和民主方法在贸易、技术和安全领域推进美国和欧盟的竞争力和繁荣。 “在美国商务部,我们致力于推动先进技术的发展,并深化与全球伙伴和盟友之间的贸易与投资关系。这项工作正帮助我们建立一个强大且具竞争力的经济体,由能够获得高质量、高薪、可维持家庭生活的未来工作的才华横溢的劳动力所推动。我们明白,经济安全与国家安全紧密相连。这就是我为何感到自豪地看到人才成长工作组的努力以及AI赋能ICT工作力联盟的成立,”美国商务部长Gina Raimondo表示。“我感激联盟成员加入这一努力,共同面对AI快速发展所带来的新型劳动力需求。这项工作将为这些工作的具体技能需求提供前所未有的见解。我希望这个联盟仅是一个开始,并且私营部门将其视为一个行动呼吁,确保我们的劳动力能够享受到AI带来的好处。” AI赋能ICT工作力联盟的工作解决了对具备AI各方面技能训练的熟练劳动力的紧迫需求。联盟将利用其成员和顾问的力量,推荐和扩大包容性的重新培训和提升技能培训计划,以惠及多方利益相关者——学生、职业转换者、当前的IT工作者、雇主和教育者——大规模提升工作者以适应AI时代。 在其首阶段工作中,联盟将评估AI对56个ICT岗位角色的影响,并为受影响岗位提供培训建议。这些岗位角色根据Indeed Hiring Lab的数据,包括在2023年2月至2024年期间在美国和五个ICT劳动力最多的欧洲国家(法国、德国、意大利、西班牙和荷兰)获得最高岗位发布量的前45个ICT职位的80%。这些国家的ICT部门共计拥有1000万名ICT工作者,占据了行业的重要份额。 联盟成员普遍认识到,随着AI在商业的所有方面的加速融合,及时集结力量,建立一个包容性、能提供维持家庭生活机会的劳动力市场的重要性。联盟成员承诺,在将越来越多地整合人工智能技术的职业领域,开发工作者路径。为此,联盟成员设定了具有远见的目标,并通过技能发展和培训计划,在未来十年内对全球超过9500万人产生积极影响。联盟成员的目标包括: 思科承诺到2032年为2500万人提供网络安全和数字技能培训。 IBM将在2030年前为3000万人提供数字技能培训,包括200万人的AI技能。 英特尔计划到2030年为超过3000万人提供当前和未来工作的AI技能。 微软承诺到2025年为来自弱势社区的1000万人提供需求旺盛的数字技能培训和认证,为他们在数字经济中提供工作和生计机会。 SAP计划到2025年为全球200万人提供提升技能培训。 谷歌最近宣布投入2500万欧元,支持全欧洲人民的AI培训和技能提升。 埃森哲 “帮助组织识别技能差距并进行大规模快速培训是埃森哲的重点任务,这个联盟汇集了一系列致力于在我们社区中发展尖端技术、数据和AI技能的行业合作伙伴。在各个行业中,为与AI协同工作的人员进行重新培训至关重要。那些在技术投资中与学习投资同等重视的组织,不仅创造了职业发展路径,还能在市场中占据领先地位。” - 埃森哲首席领导力与人力资源官Ellyn Shook Eightfold “工作的动态和本质正在以前所未有的速度演变。Eightfold通过深入分析最受欢迎的职位,了解重新培训和提升技能的需求。通过其人才智能平台,我们为商业领袖提供了迅速适应不断变化的商业环境的能力。我们为能够为组织预备未来工作做出贡献而感到自豪。” - Eightfold AI首席执行官兼联合创始人Ashutosh Garg 谷歌 “谷歌坚信,技术创造的机遇应真正面向所有人。我们自豪地加入AI赋能工作力联盟,进一步推动我们使AI技能培训普及化的工作。我们致力于跨领域合作,确保不同背景的工作者都能有效利用AI,为面向未来的职位做好准备,获得新机会,在经济中茁壮成长。” - 谷歌成长计划创始人Lisa Gevelber IBM “IBM自豪地加入这个及时的企业主导倡议,通过汇集我们的共同专业知识和资源,为AI时代的劳动力做好准备。作为行业领袖,我们共同的责任是发展可信赖的技术,并为所有背景和经验水平的工作者提供学习新技能和提升现有技能的机会,以应对AI采纳改变工作方式并创造新职位的挑战。” - IBM欧洲中东非洲人力资源副总裁Gian Luigi Cattaneo Indeed “Indeed的使命是帮助人们找到工作。我们的研究表明,Indeed上今天发布的几乎每个职位,从卡车司机到医生到软件工程师,都将面临不同程度的受到基于GenAI的变革的影响。我们期待为工作力联盟的重要工作做出贡献。那些授权其员工学习新技能并获得与不断发展的AI工具的实践经验的公司,将加深他们的专业团队,提高员工留存率并扩大其合格候选人库。” - Indeed AI创新部门负责人Hannah Calhoon 英特尔 “作为全球AI创新的领导者,英特尔自豪地加入ICT工作力联盟,继续我们的努力,为所有人塑造一个包容和公平的技术未来。作为联盟的一员,我们将与行业领袖合作,分享最佳实践,创造可访问的学习机会,并与各方利益相关者协作,确保工作者掌握了迎接明天的技术技能。” - 微软人力资源法律副总裁兼副总法律顾问Amy Pannoni SAP “SAP自豪地加入这一努力,帮助为未来的工作准备我们的劳动力,并确保AI在企业和职位中的应用是相关的、可靠的、负责任的。面对我们不断变化的世界的复杂性,AI有潜力重塑行业、革新解决问题的方式,并释放前所未有的人类潜能,使我们能够构建一个更智能、更高效和更包容的劳动力。多年来,SAP支持了许多技能发展计划,我们期待作为联盟的一部分推动更多的学习机会、创新和积极变化。” - SAP副总裁兼全球开发学习负责人Nicole Helmer 关于思科 思科(纳斯达克代码:CSCO)是全球技术领袖,通过帮助我们的客户重新构想他们的应用、支持混合工作模式、保障企业安全、改造基础设施,并实现可持续发展目标,连接一切,让任何事情成为可能。在新闻室了解更多信息,并在X上关注我们@Cisco。 思科和思科标志是思科及/或其在美国和其他国家的关联公司的商标或注册商标。思科的商标列表可在www.cisco.com/go/trademarks查看。提到的第三方商标属于其各自所有者。使用“合作伙伴”一词并不意味着思科与任何其他公司之间存在合伙关系。 来源:思科公司   LEUVEN, Belgium, April 4, 2024 - Cisco (NASDAQ: CSCO) and a group of eight leading companies including Accenture, Eightfold, Google, IBM, Indeed, Intel, Microsoft and SAP as well as six advisors today announced the launch of the AI-Enabled Information and Communication Technology (ICT) Workforce Consortium focused on upskilling and reskilling roles most likely to be impacted by AI. The Consortium is catalyzed by the work of the U.S.-EU Trade and Technology Council's (TTC) Talent for Growth Task Force, with the goal of exploring AI's impact on ICT job roles, enabling workers to find and access relevant training programs, and connecting businesses to skilled and job-ready workers. Working as a private sector collaborative, the Consortium is evaluating how AI is changing the jobs and skills workers need to be successful. The first phase of work will culminate in a report with actionable insights for business leaders and workers. Further details will be shared in the coming months. Findings will be intended to offer practical insights and recommendations to employers that seek ways to reskill and upskill their workers in preparation for AI-enabled environments. Consortium members represent a cross section of companies innovating on the cutting edge of AI that also understand the current and impending impact of AI on the workforce. Individually, Consortium members have documented opportunities and challenges presented by AI. The collaborative effort enables their organizations to coalesce insights, recommend action plans, and activate findings within their respective broad spheres of influence. "AI is accelerating the pace of change for the global workforce, presenting a powerful opportunity for the private sector to help upskill and reskill workers for the future," said Francine Katsoudas, Executive Vice President and Chief People, Policy & Purpose Officer, Cisco. "The mission of our newly unveiled AI-Enabled Workforce Consortium is to provide organizations with knowledge about the impact of AI on the workforce and equip workers with relevant skills. We look forward to engaging other stakeholders—including governments, NGOs, and the academic community—as we take this important first step toward ensuring that the AI revolution leaves no one behind." The Consortium's work is inspired by the TTC's Talent for Growth Task Force and Cisco Chair and CEO Chuck Robbins' leadership of its skills training workstream, and input from the U.S. Department of Commerce. The TTC was established in June 2021 by U.S. President Biden, European Commission President von der Leyen, and European Council President Michel to promote U.S. and EU competitiveness and prosperity through cooperation and democratic approaches to trade, technology, and security. "At the U.S. Department of Commerce, we're focused on fueling advanced technology and deepening trade and investment relationships with partners and allies around the world. This work is helping us build a strong and competitive economy, propelled by a talented workforce that's enabling workers to get into the good quality, high-paying, family-sustaining jobs of the future. We recognize that economic security and national security are inextricably linked. That's why I'm proud to see the efforts of the Talent for Growth Task Force continue with the creation of the AI-Enabled ICT Workforce Consortium," said U.S. Secretary of Commerce Gina Raimondo. "I am grateful to the consortium members for joining in this effort to confront the new workforce needs that are arising in the wake of AI's rapid development. This work will help provide unprecedented insight on the specific skill needs for these jobs. I hope that this Consortium is just the beginning, and that the private sector sees this as a call to action to ensure our workforces can reap the benefits of AI." The AI-Enabled ICT Workforce Consortium's efforts address a business critical and growing need for a proficient workforce that is trained in various aspects of AI, including the skills to implement AI applications across business processes. The Consortium will leverage its members and advisors to recommend and amplify reskilling and upskilling training programs that are inclusive and can benefit multiple stakeholders – students, career changers, current IT workers, employers, and educators – in order to skill workers at scale to engage in the AI era. In its first phase of work, the Consortium will evaluate the impact of AI on 56 ICT job roles and provide training recommendations for impacted jobs. These job roles include 80% of the top 45 ICT job titles garnering the highest volume of job postings for the period February 2023-2024 in the United States and five of the largest European countries by ICT workforce numbers (France, Germany, Italy, Spain, and the Netherlands) according to Indeed Hiring Lab. Collectively, these countries account for a significant segment of the ICT sector, with a combined total of 10 million ICT workers. Consortium members universally recognize the urgency and importance of their combined efforts with the acceleration of AI in all facets of business and the need to build an inclusive workforce with family-sustaining opportunities. Consortium members commit to developing worker pathways particularly in job sectors that will increasingly integrate artificial intelligence technology. To that end, Consortium members have established forward thinking goals with skills development and training programs to positively impact over 95 million individuals around the world over the next 10 years. Consortium member goals include: Cisco to train 25 million people with cybersecurity and digital skills by 2032. IBM to skill 30 million individuals by 2030 in digital skills, including 2 million in AI. Intel to empower more than 30 million people with AI skills for current and future jobs by 2030. Microsoft to train and certify 10 million people from underserved communities with in-demand digital skills for jobs and livelihood opportunities in the digital economy by 2025. SAP to upskill two million people worldwide by 2025. Google has recently announced EUR 25 million in funding to support AI training and skills for people across Europe. Accenture "Helping organizations identify skills gaps and train people at speed and scale is a major priority for Accenture, and this consortium brings together an impressive ecosystem of industry partners committed to growing leading-edge technology, data and AI skills within our communities. Reskilling people to work with AI is paramount in every industry. Organizations that invest as much in learning as they do in the technology not only create career pathways, they are well positioned to lead in the market." - Ellyn Shook, chief leadership & human resources officer, Accenture Eightfold "The dynamics of work and the very essence of work are evolving at an unprecedented pace. Eightfold examines the most sought-after job roles, delving into the needs for reskilling and upskilling. Through its Talent Intelligence Platform, it empowers business leaders to adapt swiftly to the changing business environment. We take pride in contributing to the creation of a knowledgeable and responsible resource that assists organizations in preparing for the future of work." - Ashutosh Garg, CEO and Co-Founder, Eightfold AI Google "Google believes the opportunities created by technology should truly be available to everyone. We're proud to join the AI-Enabled Workforce Consortium, which will advance our work to make AI skills training universally accessible. We're committed to collaborating across sectors to ensure workers of all backgrounds can use AI effectively and develop the skills needed to prepare for future-focused jobs, qualify for new opportunities, and thrive in the economy." - Lisa Gevelber, Founder, Grow with Google IBM "IBM is proud to join this timely business-led initiative, which brings together our shared expertise and resources to prepare the workforce for the AI era. Our collective responsibility as industry leaders is to develop trustworthy technologies and help provide workers—from all backgrounds and experience levels—access to opportunities to reskill and upskill as AI adoption changes ways of working and creates new jobs." - Gian Luigi Cattaneo, Vice President, Human Resources, IBM EMEA Indeed "Indeed's mission is to help people get jobs. Our research shows that virtually every job posted on Indeed today, from truck driver to physician to software engineer, will face some level of exposure to GenAI-driven change. We look forward to contributing to the Workforce Consortium's important work. The companies who empower their employees to learn new skills and gain on-the-job experience with evolving AI tools will deepen their bench of experts, boost retention and expand their pool of qualified candidates." - Hannah Calhoon, Head of AI Innovation at Indeed Intel "At Intel, our purpose is to create world-changing technology that improves the lives of every person on the planet, and we believe bringing AI everywhere is key for businesses and society to flourish. To do so, we must provide access to AI skills for everyone. Intel is committed to expanding digital readiness by collaborating with 30 countries, empowering 30,000 institutions, and training 30 million people for current and future jobs by 2030. Working alongside industry leaders as part of this AI-enabled ICT workforce consortium will help upskill and reskill the workforce for the digital economy ahead." – Christy Pambianchi, Executive Vice President and Chief People Officer at Intel Corporation Microsoft "As a global leader in AI innovation, Microsoft is proud to join the ICT Workforce Consortium and continue our efforts to shape an inclusive and equitable technology future for all. As a member of the consortium, we will work with industry leaders to share best practices, create accessible learning opportunities, and collaborate with stakeholders to ensure that workers are equipped with the technology skills of tomorrow," - Amy Pannoni, Vice President and Deputy General Counsel, HR Legal at Microsoft SAP "SAP is proud to join this effort to help prepare our workforce for the jobs of the future and ensure AI is relevant, reliable, and responsible across businesses and roles. As we navigate the complexities of our ever-evolving world, AI has the potential to reshape industries, revolutionize problem-solving, and unlock unprecedented levels of human potential, enabling us to create a more intelligent, efficient, and inclusive workforce. Over the years, SAP has supported many skills building programs, and we look forward to driving additional learning opportunities, innovation, and positive change as part of the consortium." - Nicole Helmer, Vice President & Global Head of Development Learning at SAP About Cisco Cisco (NASDAQ: CSCO) is the worldwide technology leader that securely connects everything to make anything possible. Our purpose is to power an inclusive future for all by helping our customers reimagine their applications, power hybrid work, secure their enterprise, transform their infrastructure, and meet their sustainability goals. Discover more on The Newsroom and follow us on X at @Cisco. Cisco and the Cisco logo are trademarks or registered trademarks of Cisco and/or its affiliates in the U.S. and other countries. A listing of Cisco's trademarks can be found at www.cisco.com/go/trademarks. Third-party trademarks mentioned are the property of their respective owners. The use of the word partner does not imply a partnership relationship between Cisco and any other company. SOURCE Cisco Systems, Inc.
    头条
    2024年04月05日
  • 头条
    2025财年美国H-1B签证达到上限,你抽中了吗? 美国公民及移民服务局(USCIS)已宣布完成 2025 财年(FY)H-1B 签证上限(包括高级学位豁免)的初步筛选程序。根据其目前的状态,注册被分为 "已提交"、"已选定"、"未选定 "等状态。被选中的注册者现在有资格从 2024 年 4 月 1 日起递交 H-1B 上限主体申请。该公告还包括对申请费用的修改,以及自 2024 年 4 月 1 日起启用新版 I-129 表格,旧版表格不再有宽限期。此外,移民局还推出了 H-1B 申请在线申请和组织账户,以方便管理申请。 美国 H-1B 签证的电子注册数量已达到 2025 年联邦财政年度的签证上限。签证上限为 65,000 个,另外 20,000 个签证可供拥有美国高级签证的人使用。 Notice of FY 2025 H-1B Cap Initial Registration Selection Process Completion and Cap Season Reminders H-1B Initial Electronic Registration Selection Process Completed U.S. Citizenship and Immigration Services has received enough electronic registrations for unique beneficiaries during the initial registration period to reach the fiscal year (FY) 2025 H-1B numerical allocations (H-1B cap), including the advanced degree exemption (master’s cap). We have randomly selected enough properly submitted registrations for unique beneficiaries projected as needed to reach the H-1B cap and have notified all prospective petitioners with selected beneficiaries that they are eligible to file an H-1B cap-subject petition for such beneficiaries. Registrants’ online accounts will now show one of the following statuses for each registration (that is, for each beneficiary registered): Submitted: The registration has been submitted and is eligible for selection. If the initial selection process has been completed, this registration remains eligible, unless subsequently invalidated, for selection in any subsequent selections for the fiscal year for which it was submitted. Selected: Selected to file an H-1B cap petition. Not Selected: Not eligible to file an H-1B cap petition based on this registration. Denied – duplicate registration: Multiple registrations were submitted by or on behalf of the same registrant for the same beneficiary. If denied as a duplicate registration, all registrations submitted by or on behalf of the same registrant for this beneficiary for the fiscal year are invalid. Invalidated – failed payment: A registration was submitted but the payment method was declined, not reconciled, or otherwise invalid. Deleted: The submitted registration has been deleted and is no longer eligible for selection. Processing submission: USCIS is processing your submission. It may take up to 72 hours for all of your case information to show on the case details page. While it is processing, you will be unable to access your draft. For more information, visit the H-1B Electronic Registration Process page. FY 2025 H-1B Cap Petitions May Be Filed Starting April 1 H-1B cap-subject petitions for FY 2025, including those petitions eligible for the advanced degree exemption, may be filed with USCIS beginning April 1, 2024, if filed for a selected beneficiary and based on a valid registration. Only petitioners with registrations for selected beneficiaries may file H-1B cap-subject petitions for FY 2025. An H-1B cap-subject petition must be properly filed at the correct filing location (see H-1B Form I-129 Filing Location Change to Lockbox section below) or online at my.uscis.gov and within the filing period indicated on the relevant selection notice. The period for filing the H-1B cap-subject petition will be at least 90 days. Petitioners must include a copy of the applicable selection notice with the FY 2025 H-1B cap-subject petition. Petitioners must also submit evidence of the beneficiary’s valid passport or travel document used at the time of registration to identify the beneficiary. Petitioners filing for selected beneficiaries based on their valid registration must still submit evidence or otherwise establish eligibility for petition approval, as registration and selection only pertains to eligibility to file the H-1B cap-subject petition. For more information, visit the H-1B Cap Season page. New Fees and Form Edition On Jan. 31, 2024, USCIS published a final rule  that adjusts the fees required for most immigration applications and petitions. The new fees are effective April 1, 2024. Petitions postmarked on or after April 1, 2024, must include the new fees or we will not accept them. Additionally, there will be a new 04/01/24 edition of Form I-129, Petition for a Nonimmigrant Worker. There will be no grace period for filing the new version of Form I-129 because it must include the new fee calculation. What to Know About Sending Us Your Form I-129. We will accept the 05/31/23 edition of this form if it is postmarked before April 1, 2024; We will not accept the 05/31/23 edition of this form if it is postmarked on or after April 1, 2024; and We will only accept the 04/01/24 edition of this form if it is postmarked on or after April 1, 2024. We will use the postmark date of a filing to determine which form version and fees are correct but will use the received date for purposes of any regulatory or statutory filing deadlines. As a reminder, we recently announced a final premium processing fee rule that increased the filing fee for Form I-907, Request for Premium Processing Service, to adjust for inflation, effective Feb. 26, 2024. If we receive a Form I-907 postmarked on or after Feb. 26, 2024, with the incorrect filing fee, we will reject the Form I-907 and return the filing fee. For filings sent by commercial courier (such as UPS, FedEx, and DHL), the postmark date is the date on the courier receipt. Online Filing and Organizational Accounts On Feb. 28, 2024, we launched new online organizational accounts that allow multiple people within an organization and their legal representatives to collaborate on and prepare H-1B registrations, H-1B petitions, and any associated Form I-907. Information on organizational accounts is available on the Organizational Accounts Frequently Asked Questions page. We also launched online filing of Form I-129 and associated Form I-907 for non-cap H-1B petitions on March 25. On April 1, we will begin accepting online filing for H-1B cap petitions and associated Forms I-907 for petitioners whose registrations have been selected. Petitioners will continue to have the option of filing a paper Form I-129 H-1B petition and any associated Form I-907 if they prefer. However, during the initial launch of organizational accounts, users will not be able to link paper-filed Forms I-129 and I-907 to their online accounts. H-1B Form I-129 Filing Location Change to Lockbox Starting April 1, 2024, H-1B and H-1B1 (HSC) Form I-129 petitions are no longer filed directly with the USCIS service centers. All paper-based H-1B and H-1B1 (HSC) Form I-129 petitions are now filed at USCIS lockbox locations. This includes cap, non-cap, and cap-exempt H-1B filings. We will reject H-1B or H-1B1 (HSC) petitions received at a USCIS service center on or after April 1, 2024. There will be no grace period provided. USCIS has specific mailing addresses for cases that are subject to the H-1B cap. To determine the correct mailing address, please see our Form I-129 Direct Filing Addresses page. If a petition is filed at the wrong location, we may reject the petition. Rejected petitions will not retain a filing date. If we reject a petition because it was filed at the wrong location, it may be refiled at the correct location, or online. H-1B cap subject petitions may be refiled at the correct location, or online, as long as the petition is refiled during the designated 90-day filing window listed on the selection notice. No More Pre-paid Mailers As of March 25, 2024, we are no longer using prepaid mailers to send out any communication or final notices for any H-1B or H-1B1 (HSC) petitions. With H-1B intake now occurring at the lockbox or online, we will not be able to use any prepaid mailers for H-1B or H-1B1 (HSC) filings. The process of printing and mailing H-1B petition approval notices by first-class mail is fully automated. For petitions filed online, myUSCIS account holders will also receive an email or text message notification in their myUSCIS account when there is a case status change on a case in their account, followed by a paper notice by mail. Receipt Notice Delays When we receive a timely and properly filed H-1B cap subject petition, the petitioner (and, if applicable, the petitioner’s legal representative) will be provided a Form I-797, Notice of Action, communicating receipt of the petition. Due to increased filing volumes typically seen during H-1B cap filing periods, there are instances where a paper petition is timely and properly filed by mail, but issuance of the Form I-797 is delayed. If you are a petitioner and have confirmation from the delivery service that the petition was delivered, but you have not yet received a Form I-797 confirming receipt of the petition, you should not submit a second petition. If you have confirmation from the delivery service that the petition was delivered and you then submit a second H-1B cap petition for the same beneficiary, you will be considered to have submitted multiple H-1B cap petitions. This will result in denial or revocation of both petitions. If more than 30 days have passed since the confirmation of delivery and you have still not received a Form I-797, you may contact the USCIS Contact Center for assistance. If you receive notification from the delivery service, or your tracking information suggests that there may be a delay or damage to the package or that the package was misrouted, you should follow the Delivery Service Error Guidance on the H-1B Cap Season webpage.
    头条
    2024年04月02日
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    Become a Speaker at NACSHR Events 北美华人人力资源协会(NACSHR)自2016年成立以来,一直致力于为人力资源专业人士和企业领导者量身打造一个顶级的交流平台。多年来,NACSHR 论坛已发展成为北美最具影响力的人力资源活动之一,吸引了众多行业领袖和专家的参与。 从 2024 年开始,我们将举办多场论坛活动,为该领域的资深专家和人力资源领袖提供演讲机会。这些活动是在行业内打造个人品牌和思想领导力的绝佳平台。应大家的要求,我们现在开始接受分享演讲名额的申请。我们诚邀您申请并与我们一起分享您的专业知识和见解。我们将对申请进行审核与讨论,以确保符合我们的会议主题和活动的专业水准。 感兴趣吗? 请认真填写下表,标有星号 (*) 的为必填项。 点击这里:https://www.nacshr.org/Survey/898DB159-05B5-1C3E-BCD4-9C7A6E324482 *注:演讲内容应侧重于专业经验和知识分享,避免包含宣传推广内容。企业内部人力资源专业人士将获得优先考虑。我们鼓励行业赞助商和HR第三方机构与我们联系,寻求赞助机会。 成为NACSHR的演讲分享嘉宾,您将获得绝佳的个人品牌提升机会,为此,我们特别介绍如下: 关于分享演讲形式: ·主题演讲 Session:20分钟 围绕HR专业前沿知识 ·圆桌对话 Panel:30-40分钟 3-4位嘉宾 ·Workshop: 60 分钟 1-2个嘉宾 确定成为NACSHR分享嘉宾权益和责任: 权益 -获得当次论坛的通票 -晚宴聚餐名额1个(仅限本人) -嘉宾参会纪念品及纪念证书(电子版) -单人的会议海报及个人品牌推广机会 -会议期间咖啡和茶畅饮 -赠送额外参会门票1张*(有限制条件) (NACSHR不提供会议期间食宿交通以及会议现金酬劳) 责任: · 配合会议部门,在有效时间内提供相关文件 · 会议前1周提供PPT等相关资料,格式比例以具体通知为主 · 注意分享机会以专业,经验,趋势等内容为主,而非任何营销,产品的推广 · 会议我们会录音和部分录像,以及向参会嘉宾提供演讲PPT,你可以提供与演讲不同的副本。 · 尊重会议赞助合作伙伴,积极和中性的评论 · 其他事宜 Stay Together Stay Powerful 核心话题聚焦: · 华人HR北美职场发展相关 · HR专业相关领域 · HR科技与AI相关 · 未来工作、DEI · 其他 *门票赠送仅限为inhouse HR或HR相关学生等。 为保证会议专业和顺利举办,免费门票限制条件主要是已经购买门票则无法通过退票重新注册免费门票、HR服务机构销售、顾问或类似岗位无法使用免费门票。 附录NACSHR赞助合作等相关可以联系: 赞助参展合作: Annie annie@nacshr.org 或者点击这里:https://www.nacshr.org/Survey/CDBE9324-6291-EB0E-3E50-91532A2A70BB   感谢对NACSHR的支持! Stay Together Stay Powerful
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    2024年03月31日
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    Happy Easter!祝大家复活节快乐! Happy Easter to all our dear friends at NACSHR! As we step into this beautiful season of renewal and hope, accompanied by the delightful presence of chocolate bunnies and colorful eggs, we're sending a heartfelt bouquet of wishes your way. May this Easter not only fill your homes with laughter and warmth but also ignite your professional spaces with innovative ideas and vibrant growth. Let's allow the rejuvenating spirit of Easter to inspire us to hatch groundbreaking strategies and nurture our aspirations. This Easter, let's cherish the incredible power of connection and the beauty of our community. It's the perfect occasion to strengthen our bonds and celebrate the diverse tapestry of talents and perspectives that each of us contributes. To all our HR friends, let's take this moment to deepen our dedication to creating workplaces where every individual feels valued, supported, and empowered to flourish. Wishing you an Easter that overflows with joy and presents new opportunities to make meaningful impacts. As we indulge in Easter treats and gather with our loved ones, let us also gaze ahead with hope and anticipation for what the future unfolds. May the essence of Easter inspire us to approach challenges with bravery and embrace opportunities with open arms. Here's to a magnificent Easter, abundant in peace, prosperity, and progress for everyone. May it rejuvenate our spirits and rekindle our enthusiasm for making every workplace a beacon of positivity and growth. Happy Easter, dear friends at NACSHR! May this season bring everlasting happiness and success to you and your families. 亲爱的NACSHR的朋友们,祝大家复活节快乐!当我们迈入这个充满更新与希望的美好季节,同时享受着巧克力兔和彩蛋带来的乐趣,我们向你们发送最真挚的祝福。愿这个复活节不仅让你们的家充满笑声和温暖,也在你们的职场中点燃创新的思维和活力的增长。让复活节的复兴精神激励我们孵化出创新的策略,培养我们的志向。 在这个复活节,让我们珍视连接的力量和我们社群的美好。这是完美的时刻来加强我们的联系,庆祝我们每个人贡献的多样化才能和视角。对于我们所有HR的朋友们,让这成为一个深化我们致力于创造每个人都感到被重视、支持和有力量成长的工作环境的时刻。祝愿你们的复活节充满欢乐,开启新的机会,让我们做出有意义的影响。 当我们享受复活节的美食并与我们所爱的人聚集时,让我们也满怀希望和期待地看向未来。愿复活节的精神鼓励我们勇敢面对挑战,开放心扉迎接机会。祝大家有一个辉煌的复活节,充满和平、繁荣和进步。愿它重新点燃我们的精神,重新激发我们为让每一个工作场所成为积极成长的灯塔的热情。 亲爱的NACSHR的朋友们,复活节快乐!愿这个季节为你们及你们的家人带来永恒的幸福和成功。
    头条
    2024年03月31日
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    Josh Bersin :劳动力市场已完全改变:您真的准备好了吗? Josh Bersin 最新撰文谈到,随着以婴儿潮一代为主的劳动力队伍的衰落和具有独特期望和职业模式的新一代的崛起,劳动力市场发生了巨大的变化。这一新劳动力的特点是偏好组合职业和副业,他们要求尊重、灵活性和精心设计工作的机会。企业在适应这些变化时面临着挑战,职位普遍空缺,人员流动增加。文章强调,企业需要采用一种动态的组织模式,优先考虑授权、内部流动性和员工积极性,以便在这个新的劳动力市场中茁壮成长。这种适应的关键在于了解劳动力现在寻求的是成长、灵活性以及他们的价值观与工作之间有意义的结合。 英文原文如下,推荐了解 The labor market has changed before our eyes. Employers and HR teams better watch out. Over the last five decades baby boomers defined the workforce. Today things could not be more different, and this change impacts all of us. I was born in the 1950s, growing up in a world where the middle class experienced steadily increasing standards of living. My father was a scientist, my mother sold art, and my brother and I had a nice middle-class life. This included a three stage career: education | work | retirement. I went to college, studied hard, and got a good job as an engineer. My career went on a predictable path. I worked for Exxon and then IBM – each company giving me training, development, and potential for long-term career. I met many great people, learned about work, got married and had a family. My cohort, the baby boomers, was huge. Companies built entire talent systems for us – onboarding, training, predictable career growth, developmental assignments, leadership development, and retirement programs. We strapped ourselves in and enjoyed the journey. Fast forward to now: things are very different. Today’s working population bulge (median age 33, born in the early 1990s,) entered the workforce in a disrupted world. They joined companies during a boom, experienced the pandemic in their 20’s, and live in a world where everything is on the internet. While my generation revered our employers, these workers see every corporate mistake in real-time. They expect their bosses to earn their respect, otherwise they’ll “quietly quit” or start moonlighting on the side. While my generation expected to work for only a few employers during a career, today people build what Lynda Gratton calls “a portfolio career.” More than 2/3 of workers have side-hustles and their resume is filled with projects, businesses, activities, and professional interests. If you look at the LinkedIn profiles of most high performers they look like personal journeys, far different from the linear career paths we had in the past. While most of these changes came slowly, the end result is profound: the expectations, needs, and demands of workers are different. And businesses have struggled to keep up. Companies have vast amounts of unfilled positions, we suffer high turnover in almost every role, and labor unions are growing in number. What do companies do? We have to accept and understand that the labor market has totally changed. We live in a world where employees will live into their 100s. Young workers are postponing getting married and having children and they see their career as a long series of experiences. The norms of a long-term linear career have ended: people try new things, change industries, and live in what I call a “pixelated” job market. And rather than blindly trust employers, people bring high expectations to work. Young workers don’t expect to “become the job,” they want the job to “become them.” (Often called “job crafting.”) And given the shortage of workers in every role, this trend is just getting bigger. While economists believe the job market will soften and employers will have more power over time, I think those days are over. Life just isn’t going back to the way it was. Despite the growth of AI, companies are more dependent on their workforce than ever. And with 70% of the jobs now service-related (healthcare, retail, hospitality), employees really are our product. I look at it this way. Companies and employers live in a pool of labor: it’s the needs and expectations of people who decide what we can and should do. People are upset about inflation. They’re worried about climate change. They want CEOs to behave ethically. And they want flexible work that lets them live a joyful life. And every year the workforce becomes more educated and connected. (The percentage of US workers with degrees has gone up to 54%, up from 38% fifteen years ago.) People know about the company’s financial results or other issues far before an announcement even comes out. While many of these trends are obvious, many companies aren’t ready. Last year I talked to the CHRO of Boeing and he told me the problems were highlighted by employees years ago. They simply were not listening, and now they’re a company in crisis. And that leads to the topic of “employee activation.” In the old days senior leaders made decisions, workers carried out the orders. Ideas and strategies were “top-down.” Today much of the intelligence we need to grow our companies is sitting with front-line workers. We need to “activate employees” and listen to them directly. The worker in the store, plant, or front office who feels frustrated by some system or process is the person who should advise us what to do. The old idea of “management by walking around” must come back. (Our Org Design Superclass explains this in detail.) I don’t mean chaos, holacracy, or lack of controls. Successful companies have a clear mission, a series of strategic initiatives, and budgets to hold people accountable. But they empower everyone to be a leader, unleashing power from the bottom up. (Come to Irresistible and learn about how Marriott and Delta airlines exemplify this model.) The key is building what we call a “Dynamic Organization” – one which is flat, team-centric, connected, and accountable. Our research shows that only 7% of companies operate this way: most are still very hierarchical and slow to adapt. But change is coming, as companies like Delta, Marriott, Telstra, Unilever, Novartis, Seagate, and Bayer have found out. (This week the CEO of Bayer announced a radical transformation to a team-centric management model, dramatically reducing the number of “bosses.”) A dynamic organization does two things well. First, it adapts to change, sees new markets, and mobilizes quickly for change. But even more importantly, it empowers people, encourages internal mobility, and focuses on meritocracy, skills, and collaboration to thrive. (Read about Talent Density to learn more.) While these ideas are not new, urgency is critical. Employees demand growth, flexibility, and agency – and we can’t deliver it unless our reward and development systems change. Today more than 70% of US jobs are in the service sector: health care, retail, entertainment, and transportation. If we don’t empower people in these roles our products and services will suffer. Let me conclude with this: we just woke up in a totally new labor market. If you don’t focus on empowerment, growth, and employee activation, talent will just go elsewhere.
    头条
    2024年03月31日
  • 头条
    Josh Bersin:3400亿美元的企业学习的市场将迎来巨大变革 作者:Josh Bersin  本文探讨了企业学习行业的演变,特别是人工智能如何引领这一行业的巨变。企业每年在员工培训和发展上的开支超过3400亿美元,从传统的课堂培训到在线学习,再到以技能为中心的学习,行业一直在不断发展。现在,人工智能预计将彻底改变公司的学习管理系统(LMS)和学习体验平台(LXP),通过个性化和动态生成内容来提高学习效率和效果。文章强调了适应这种变化的重要性,以及AI在企业培训和人才发展中的潜力。 企业在员工培训和发展上的年支出超过3400亿美元,平均每名员工每年花费超过1500美元。这笔巨额开支支撑着一个全球产业,涉及数百家内容和技术公司,现正站在重新定义的风口浪尖。请允许我详细解释这一过程。 从电子学习到集体学习再到自主学习的演变 20世纪90年代末,随着互联网的崛起,以传统教室授课为主的培训产业发生了翻天覆地的变化。企业和内容提供者纷纷开发“电子学习”课程,试图在线复制面对面教学的体验。那是一个充满创新的时期,虽然今天看来有些过时,但它孕育了像Skillsoft(并购了众多竞争对手)、Cornerstone(同样并购了众多竞争对手)以及一大批传统的学习管理系统(LMS,例如Plateau、SumTotal、Learn.com、Pathlore等)公司,这些公司最终都被并购。 如今,LMS市场的规模已超过200亿美元,这一切几乎都是在线培训推动的结果。虽然这些系统可能看起来笨重,但它们对全球每家公司的交易和记录保持都至关重要。 当公司争相购买LMS系统——这是一个投资者非常关注的热门市场时,他们发现一个庞大的课程目录并不实用。因此,他们开始构建一套特征,我称之为“以人才为驱动的学习”,包括基于能力的学习、与职业角色一致的课程和职业发展路径系统。这些特征被添加到LMS中,使得这些系统不仅仅是教育工具,更像是“人力资源系统”,从而促使供应商扩展到更多的人才管理功能。 早期的开拓者Saba和Cornerstone开始推出绩效管理工具。回顾起来,这些尝试可能看起来有些简单,但当时它们代表了一个重大突破。突然之间,公司不再单独购买LMS系统,而是选择购买包含多个功能的“人才管理套件”,这迫使专注于LMS的供应商开始涉足招聘、目标管理乃至薪酬管理。他们可能没有意识到,放弃核心业务最终会导致他们被市场颠覆。 随着Facebook(2004年)、YouTube(2005年)和Twitter(2006年)的相继出现,内容世界发生了巨变。视频、文章和专家意见变得触手可及,那些笨重、以课程目录为导向的LMS系统显得格外难以使用。因此,随着公司寻求新的解决方案,原本投入巨资于人才管理的LMS市场开始显露老态。学习体验平台(LXP)市场随着Pathgather(2010年)、Degreed(2012年)、EdCast(2013年)的诞生而兴起,企业转向这一新兴领域投资。(更多历史,请参阅《从电子学习到集体学习》。) 2010年代初,整个行业的理念是尝试模仿Google,打造一个既具有Twitter式动态性又拥有YouTube式丰富内容的企业学习系统。传统的LMS和人才管理系统逐渐过时,供应商在缓慢的增长中寻求出路,最终合并为几家大型玩家。 随后,微学习的概念兴起。iPhone成为了视频播放平台(2008年),Instagram(2010年)、Snapchat(2011年)及后来的TikTok(2015年)向我们展示了短视频和“微学习”可以是多么的有趣。过长的两小时在线课程变得不受欢迎,因此LXP供应商开始扩展自己的产品线。随着公司将越来越多的内容投入到LXP中,我们意识到需要一种方法来寻找、精准定位并个性化所有这些学习材料。 此变化自然引发了内容市场的爆发。LinkedIn、Coursera、Udemy、OpenSesame、Go1等供应商决定开拓这个领域,推动了新材料的狂热消费。自那以后,内容市场继续繁荣发展,尽管仍然主要由小型玩家主导,但被更大的聚合商所整合,这些聚合商销售并分发多种品牌。 (顺便提一下,Workday在2016年收购了视频公司Mediacore,以抓住这波趋势。由于缺少核心LMS功能,他们花费数年时间将其发展成为一个完整的LMS。) 进入技能的世界。 你可能不会相信,但“技能记录系统”的概念最初出现在LXP领域,供应商如Degreed和EdCast建立了一个搜索术语数据库,并用“技能”一词标记内容。在消费者市场,我们能接收到成百上千的信号来推荐广告,但LXP供应商只有少数工程师,因此他们的“技能分类”相对简单。这个概念迅速走红,公司开始专注于构建基于“技能”的培训,随后是招聘和人才战略。 同时,L&D领域正处于创造性混乱之中。出现了如360 Learning、Fuse Universal、Kineo等数百家内容创作和分享系统的供应商,旨在帮助公司创作、分享视频内容,并按角色、技能或职能进行组织。这些并非严格意义上的LMS系统,但它们位于LMS前端,使员工能够轻松创建和消费动态内容。 这一时期,从2018年至今,成为L&D领域的热潮。市场充斥着各式各样的视频内容工具,同时像STRIVR和Talespin这样的先锋公司开始为虚拟现实(VR)构建工具和内容系统。自创内容平台、视频平台和VR平台正在满足重要需求,而LMS市场则变得更加固定、枯燥和无趣。(Talespin最近被Cornerstone收购。) 顺带一提,我仍然认为“能力学院平台”市场具有巨大潜力(这类平台提供综合的专业能力和小组学习功能,例如我们的Josh Bersin Academy)。Docebo、Learn-In、Nomadic、NovoEd和Intrepid等供应商仍在增长,但随着时间推移,这些系统可能被整合进人才市场。这一领域一直是行业的一个亮点。(想了解更多,请阅读《能力学院:L&D的未来方向》。) 作为分析师,我得诚实说,过去几年对我来说有些单调。我们帮助了数百家公司决定该选择哪种L&D系统,但通常我们发现这些组织有太多平台,内容分散杂乱,缺乏一致性的数据处理,以及在这一领域的过度投资。因此,这个静态期代表了过去3到5年的趋势,是企业整理过去十年购买历史的好机会。 世界突然再次发生变化。技能分类的理念迅速蔓延,同时新兴的人才智能系统,如Eightfold、Gloat、Fuel50等纷纷涌现。这些新兴系统使公司能够按技能寻找人才、根据技能推荐职位和机会,并按技能动态规划职业路径,再次与L&D领域发生碰撞,促使我们将所有内容“整合”进这些新平台中。(更多信息,请阅读《人才智能入门》。) 本周我刚与我最喜爱的L&D专家之一通话(他即将在我们的会议上演讲),他向我展示了他所在的大型制药公司如何将其LMS、LXP和人才市场融合成一个无缝、端到端的体系。他可能略微超前于当前趋势,但这正是事物发展的方向。 然而,故事还在继绀。又一场变革已经到来,这一次的影响力与YouTube、Instagram或iPhone相媲美,甚至更大。没错,就是AI。 AI,如许多人所预料,将彻底颠覆这个行业。正如我们在电子学习和人才管理时代所见证的那样,这意味着供应商生态将彻底改变。 AI如何改变一切 让我不夸大其词地告诉你。在这30年的故事中,有一点始终未变:企业培训关注的核心始终是内容。是的,我们希望内容更简短、更快速、能在手机上查看——但如果内容本身没有实用价值,不切实际,不易于消费,它就无法发挥作用。你们中有多少人为了得到学分而快速点击通过那些以页面为基础的合规课程,但实际上几乎没有注意内容?这正是我们面临的挑战。所有这些向视频、微学习、大规模开放在线课程(MOOCs)以及其他形式的转变,都是为了解决这个问题的尝试。 比如,假设企业学习系统能识别你是谁,你只需提出一个问题,它就能生成答案、一系列资源和一组动态学习对象供你消费。有时候,你可能只需快速获取答案即可。其他时候,你可能会深入研究内容。还有时,你可能会浏览整个课程,并花时间学习所需的知识。 假设这一切都是完全个性化的。这意味着你不会看到一个“标准课程”,而是根据你当前知识水平定制的特殊课程。 这就是AI即将带给我们的。而且,这已经在今天开始发生了。 不仅生成式AI能够回答问题和吸收内容(例如,Galileo™已经容纳了我们25年以上的每一项研究,包括视频、播客和文章),它还能生成视频、测试、测验甚至整个课程。它可以作为技术课程的教学助手,也可以作为领导力项目的教练或导师,并且能够进行语言转换。 AI能够根据你的身份动态生成内容,这意味着什么? 那么,LMS市场、LXP市场、VR学习市场以及所有内容提供商将如何呢?在未来几年,我们将见证一场巨大的行业洗牌。 供应商正在采取的行动 虽然我无法确切知道每个L&D供应商正在做什么,但可以肯定,变化正在迅速进行中。 Docebo Shape能够从文档中生成高效的互动式培训材料(Arist也能做到这点)。Uplimit构建了一个完整的L&D平台,采用AI智能体和课程中自动生成的内容。我们的合作伙伴Sana不仅能自动生成内容,还围绕AI核心建立了一个完整的LMS系统。Cornerstone通过收购Talespin,能够动态创建角色模拟和几乎可以无限配置的场景。快速增长的“精确技能”供应商Growthspace,可以根据1100种具体的商业技能,为你匹配一个“技能教练”,与你的具体目标对齐。 LMS市场不会消失,但正如人才智能系统正在逐渐取代应聘追踪系统(ATS)和人力资源管理系统(HRMS)一样,AI驱动的内容平台将逐步侵蚀LMS市场。我的制药公司朋友希望他的LXP能成为他们的“动态内容系统”,但坦白说,我不确定LXP供应商是否已经准备好迎接这个挑战。许多供应商,从LinkedIn到Microsoft,将不得不重新考虑他们如何成为“动态学习”系统,以及他们希望在其中扮演什么角色。 正如所有技术转变一样,通常情况下,从头开始构建的系统会超越旧有系统。对于Cornerstone或Docebo这样拥有数千客户的公司来说,当新技术出现时,他们不能简单地“替换”他们已经建立的系统。因此,新兴的AI驱动学习系统可能会由新的供应商推出,并随着这些公司的发展,开始取代和竞争现有的系统。 尽管看上去简单,学习技术实际上非常复杂。Workday几乎花了十年时间从Mediacore发展到一个相对健全的LMS,并且他们才刚刚开始尝试AI。因此,不要期望你现有的供应商能够一夜之间彻底改变。 但有一件事我可以确定:颠覆即将来临。就像Plateau、Saba和SumTotal在2000年代初期时“市场上最热门的供应商”一样,它们很快就成为了过时系统和收购目标,当市场变化时同样的情况也可能发生在今天。新兴供应商如Sana、Growthspace、Uplimit、Docebo、LMS365等将崭露头角。 尽管风险资本家通常对这个市场持谨慎态度,但往往是那些拥有最佳管理团队的公司最终胜出。大型供应商如LTG、Cornerstone和Skillsoft拥有充足的资金,因此随着市场的发展,任何事情都有可能发生。但对我来说,一件事是明确的:前方是一个巨大的增长周期。 AI的机会是真实的,而且极为巨大 想象一下我们公司中的遗留内容量。全球必然存在价值超过一万亿美元的  合规培训、销售培训、运营培训、安全培训和领导力发展内容。如果AI能够在大规模上“重新利用”和“再创造”这些内容,我们将看到这个巨大的市场向新系统转变,最终实现知识管理和学习的完美结合。 我来举一个简单的例子。我们的一位Galileo客户是一家拥有百年历史的大型航空航天公司,他们在工程、产品设计、航空和国防技术方面有着丰富的积累。他们构建了喷气引擎、导弹、核潜艇以及各种系统。对于一名新工程师,他们需要超过三年的时间来完成“入职培训”,因为需要掌握大量的知识产权、设计专长和系统操作。他们的资深工程师们都在逐渐退休! 他们在我们的帮助下,开始了一个以AI为中心的试点项目,把多年累积的内容放到一个新平台中,供年轻工程师使用。我相信,这将带来翻天覆地的变化。Galileo将协助处理管理层面的问题,而一个类似的AI助手将帮助工程师学习、寻找文档、观看视频并参加相关课程。传统的LMS和HRMS工具可能不会在这一过程中发挥重要作用。 考虑一下你的公司。你们囤积了多少内容、专业知识和旧有的培训资料?AI可以“释放”这些资源给你的员工,使其以前所未有的方式变得可用。这是一个激动人心的新时代,充满了即将到来的变革。
    头条
    2024年03月21日
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    Glassdoor匿名社区被实名的隐私泄漏事件:职场社交平台的信任危机 概要:网友爆料Glassdoor未经同意添加真实姓名到用户档案,威胁到匿名安全。用户Monica发现自己的全名和城市信息被不正当添加。Glassdoor坚持此举合法,但却加剧用户对数据泄露和法律风险的恐惧。此举反映了Glassdoor收购Fishbowl后对身份验证政策的更改,引起公众对其长期匿名承诺的质疑。用户的担忧加深,要求更大的透明度和对个人数据的控制。保护隐私,维护信任应成为首要任务。 一个匿名让大家发表工资和对老板公司评论的公司,悄悄得把用户的真实信息添加到用户资料中。。。引发了巨大的风波。 随着Glassdoor被曝未经允许添加真实姓名到用户个人资料,公众对隐私的担忧急剧上升 在一件震惊公众的事件中,广受欢迎的员工评价及公司透明度平台Glassdoor的用户披露,他们的真实姓名在未征得明确同意的情况下被添加至他们的个人资料中。这一隐私侵犯事件在专业社区引发广泛关注,人们开始质疑在处理用户数据时的道德界限,以及这一事件对职场评价平台匿名性的可能影响。 一位名为Monica的Glassdoor用户通过一篇博客文章引起了人们的关注。她在文章中详细描述了在与客服互动后,自己的名字和所在城市怎样意外出现在了她的Glassdoor个人资料上——这是她声称在注册过程中从未提供过的信息。她的经历揭露了Glassdoor在数据处理方面的做法,表明用户的个人信息可能基于从电子邮件往来中提取的详情而被添加到个人资料中。 这一事件不仅破坏了用户对Glassdoor隐私保护承诺的信任,也引发了人们对于数据泄露或法律行为可能导致身份暴露的担忧。Glassdoor一直以其用户政策中的匿名保证为核心,这一政策允许人们在不担心遭受报复的情况下,坦诚地分享对雇主的看法和意见。 争议随着Glassdoor在2021年收购了Fishbowl而进一步加剧,这一行动需要更改用户验证方式。 这次整合导致人们更加密切关注Glassdoor对用户隐私的承诺及其服务条款调整的透明度。 这种情况引发了关于用户隐私和平台内容真实性之间平衡的重大问题。电子前沿基金会(Electronic Frontier Foundation)的律师Aaron Mackey表达了对于用户信任可能被侵蚀和此类政策变动可能带来的法律后果的担忧。这一发展可能成为行业对用户隐私处理方式的一次重要测试,特别是在数字权利和数据保护日益受到关注的情况下。 面对这些指责,Glassdoor的回应显得比较温和,其发言人Amanda Livingood发表了一份声明,强调该公司对匿名性和用户选择的承诺。然而,缺乏开放的对话和对数据处理流程的明确解释,使许多用户感到不满,并对平台的未来方向持谨慎态度。 这一事件的影响超越了Glassdoor本身,标志着专业网络和评价行业可能迎来转折点。这个领域的公司可能会面临更大的压力,要求它们加强对数据处理实践的透明度,并加强对未授权信息更改的防护措施。 随着事件的进一步发展,这一情况可能促使相似平台重新评估其政策,推动整个行业向着更严格的隐私标准和以用户为中心的数据政策集体前进。Glassdoor的这一插曲不仅凸显了透明度与隐私之间的细微平衡,也强调了在信息和用户赋权时代,数字平台面临的挑战正在不断演变。
    头条
    2024年03月21日
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