英文阅读：（人工智能与人力资源）AI and human understanding will win the war for talent
简单讲就是AI人工智能与人力资源是一个好的结合点，尤其是招聘面试的时候，AI可以更好的帮忙搜索简历，进行人才搜寻。
同时面试的时候可以用人工智能的聊天机器人与候选人进行基础的面试管理安排以及与面试官进行协作。这块国内专注面试管理服务的优面宝已经开始这方面的工作。在前期职位分析与人才匹配阶段国内很多招聘服务机构也开始了各种的AI机器人的工作。
一切都在路上！人工智能在人力资源上的机会刚刚开始！
One of the most well known tropes in startup and tech culture is that your business is only as good as the team behind it. You can’t do anything without having a strong team, and the most important job for every manager is to hire quality talent that fits into the preexisting team dynamics. The HR and recruiting industry has dedicated itself to finding the people who are right for your company, but the process of skimming resumes and calling in highly rated candidates for an interview hasn’t changed for the past decade or so.
However, the newest trend, AI, is infiltrating all industries. While it might be a very good thing, you shouldn’t put all your hiring eggs in that AI basket. The best solution combines the strengths of HR and AI.
AI in the hiring process
We’ve all been hearing (and reading) about how AI will completely take over our lives. We’ve also been frightened into thinking it will soon replace all of us. While the job of getting people jobs will not be replaced by AI anytime soon, the tech can offer major improvements to the process.
To find the right talent, you need to have the ability to scan resumes quickly, read people immediately, and imagine the future of the applicant sitting in front of you. While some of that work can be replaced by AI, currently we are nowhere near an AI that can read people and assess their fit within the culture of the workplace. But some of the processes for finding the right people to join your company — such as immediately asking for more information, screening, and highlighting special candidates — can be done more quickly and efficiently with AI.
The integration of AI is not just about saving the company time and resources. It also saves time and uncertainty for the candidate. Getting back to top talent to set up an interview a week from now is the best way to have them move on to the next opportunity. If you can provide instantaneous feedback on every application, you get a leg up over other companies looking to snag that candidate, instead of wasting their time and missing a hire.
Onboarding with chatbots
The optimal way to maximize efficiency is combining human and technological resources. A chatbot can onboard new candidates as quickly as possible, as opposed to a form that might never get filled out. If you build a real AI chat bot, you can give candidates real-time feedback on their applications and ask questions to gather information before any interview is scheduled. The bot can even automatically analyze the candidate’s resume and information while onboarding and give them real-time responses relevant to them, making sure that the right people get called in for an interview and that the interviewer has the right information before even asking the first question.
After the chatbot has done its job and flagged the relevant candidates according to your parameters, the human element kicks in. Hiring managers don’t have to read the whole resume, supporting documents, and answers to a questionnaire because AIs can create a personalized summary of documents. The AI behind the hiring process can create a five-bullet summary of everything that’s important to know about each candidate. It can even set up the interview on its own. This means even small companies where C-level executives do the hiring don’t waste time on pre-interview screening, and interviewers have concise information about each candidate before they walk in the room.
The interview is where the human intelligence and expertise shine. Things like a candidate’s cultural fit, connection, and ability to work with others, along with the hiring manager’s overall impression of a person, are vital. Humans can focus on what they do best and automate the rest.
The future of AI in recruiting
At the end of the day, hiring a person doesn’t just hinge on facts and figures, it depends on who they are. And that’s something AIs still can’t assess. But the process of going through those facts and figures to see if someone is qualified can certainly be automated by an intelligent bot. The value is increased by the fact that you can onboard and convert candidates quickly, meaning top talent will be more likely to work for you and you’ll take less time filling important positions at your company. The combination of AI and human understanding is what hiring managers need to win the war on talent — and save a few dollars, as well as time.
Moritz Kothe is the chief executive officer of kununu, a place to find and share workplace insights.
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2017年11月04日
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设计工具InVison获1亿美元E轮融资，企业客户包括Airbnb、迪士尼、耐克
纽约设计协作工具InVison近日完成1亿美元E轮融资，领投的是Battery Ventures，跟投的有原投资人Accel、老虎环球基金、FirstMark和ICONIQ Capital，以及新投资人Spark Capital和Geodesic。
成立于2011年的InVision，立志给设计师提供一款方便的工具，在网站或应用需要稍作改动时，不用工程师们一个代码一个代码地敲出来。自成立以来，财富100强中已经有80%的公司成为该公司客户，用户超过300万，来自Airbnb、迪士尼、耐克等。
“屏幕是最重要的地方。”InVision CEO Clark Valberg说，“每家公司都在向数字方向发展，在这过程中，他们必须重新思考员工、惯例和平台。InVision正成长为产品设计的操作系统，跨越从想法萌生到产品开发再到产品交付的整个过程。”
InVision近来十分忙碌。
不久前，该公司宣布成立InVision Studio，旨在和Photoshop及Sketch竞争，让设计师不仅和同事协作时有工具可利用，进行初始设计师也能有所帮助。InVision还收购了Brand.ai，一款利用云端资产管理技术帮助管理大型设计团队的工具。
InVision表示，其70%的用户都不是管理团队员工，这也是过去6年里，公司能获得如此成功的部分原因。
在谈到公司快速发展和成功的秘诀时，Valberg说，“我们所做的一切，都受到一项启发，那就是世界上最优秀的设计团队们为我们开发出了我们最爱的东西。Netflix和Airbnb的设计团队不只是给我们发邮件，他们告诉我们，未来的产品设计将走向何方，设计工具应当如何依此更新。我密切关注着这些变化，从而能够对这些需求作出回应。”
Valberg补充说，这种亲近用户需求的做法，以及InVision和设计团队建立的“真实、亲密的关系”，是其区别于Adobe等其他同类公司最显著的一点。
【猎云网（微信号：ilieyun）】11月2日报道 （编译：可芮ccino）
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