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Artificial Intelligence is Creating Jobs, Dun Bradstreet Survey Finds

Contrary to concerns of AI being a job killer, only eight percent of respondents shared that their organizations are cutting jobs due to AI implementation, while 34 percent reported that job demand is staying the same.

According to respondents, AI is currently in use to some degree at a majority of organizations – a finding consistent with industry studies which have noted the transition from awareness and early stage adoption of AI technology to implementation and determination of value-add from that adoption.

Nearly half (44 percent) of businesses are in the process of deploying the technology, while one in five businesses are fully deploying it within their organization and an additional 23 percent are in the planning phase of implementing.

'Businesses often look to AI to provide answers to more complex questions, but because AI models have been trained by humans, this approach often results in the potentially misleading reinforcement of existing knowledge, especially when the right steps are not taken in advance,' said Anthony Scriffignano, Ph.D., chief data scientist at Dun &

Other challenges anticipated for 2019 are technology infrastructure (17 percent), hesitation from C-suite/executive decision makers and lack of budget (tied at eight percent), regulatory challenges (seven percent) and the lack of a strong digital base (one percent).

Ten HR Trends In The Age Of Artificial Intelligence

The future of HR is both digital and human as HR leaders focus on optimizing the combination of human and automated work.

AI Plus Human Intelligence Enhances the Candidate Experience For many companies the first pilots of artificial intelligence are in talent acquisition, as this is the area where companies see significant, measurable, and immediate results in reducing time to hire, increasing productivity for recruiters, and delivering an enhanced candidate experience that is seamless, simple, and intuitive.

The DBS Talent Acquisition team created JIM (Jobs Intelligence Maestro), a virtual recruitment bot powered by artificial intelligence used to conduct candidate screening for those applying to be wealth planning managers, a high volume job in the consumer bank.

Following the introduction of JIM in May 2018, DBS talent acquisition was able to: 1) shorten the screening time from 32 minutes per candidate to 8 minutes per candidate, 2) improve completion rate of job application from 85% to 97% and 3) respond to 96% of all candidate queries through JIM, allowing recruiters to spend more time sharing the culture and values of DBS with candidates.

Recruiters no longer need to spend hours to screen thousands of applicants, freeing them up to perform higher-value work such as sourcing, recruitment marketing, engaging with candidates, and hiring managers.

John Jordan who leads The Academy and Advisor Development at Bank of America calls this a 'life stage navigation curriculum,' assisting Bank of America financial advisors in better understanding the priorities of their customers in various life stages from young parent, to widower, to retiree.

PwC forecasts 20% of executives at U.S. companies with artificial intelligence initiatives report that they will roll out AI across their business this year and expect AI investment to both re-imagine jobs and work processes as well as grow profits and revenue.

Rob Brown, Associate Vice President at Center for the Future of Work at Cognizant Technology Solutions, shares the drivers behind the 21 More Jobs For the Future of Work: 'The vision behind our newest report is to profile futuristic jobs which leverage the power of artificial intelligence to blend technology with the 'human touch' for jobs in the future workplace.'

Head of Business Behavior: The head of business behavior will analyze employee behavioral data such as performance data along with data gathered through personal, environmental and spatial sensors to create strategies to improve employee experience, cross company collaboration, productivity and employee well-being.

As practical uses of AI have exploded in recent years, we look for more companies to establish new jobs focusing on ethical uses of AI to ensure AI's trustworthiness, while also helping to diffuse fears about it.

Figure 4 lists fifteen of these companies below: Skills-based hiring may start by changing a job description and removing a degree requirement, but it requires shifting mindsets on where and how a company sources talent.

These new ways to source non-traditional candidates range from Boot Camps, Coding schools, MOOC's, Technical high schools like P-TECH (a joint high school diploma and associate degree in STEM), Job training conducted at community centers, high schools, or even sponsor a company wide Hackathon.

In fact, workers said they’d be willing to forego 23% of their entire future lifetime earnings in order to have a job that was always meaningful to them.This means that building greater meaning at work is no longer a 'nice to have,' but a business imperative.

Employees who find work highly meaningful are 69% less likely to plan on quitting their jobs within the next six months, and have job tenures that are 7.4 months longer on average than employees who find work lacking in meaning.

As the quest for meaning in the workplace grows, more HR leaders are putting a greater emphasis on communicating their company's culture and sharing their purpose and meaning across the employee population.

Two Powerful Employee Perks Emerge: Access To Natural Light And Career Development The news headlines about which perks create a compelling employee experience seem to be dominated by fads— think treadmill desks, nap pods, and “bring your dog to work day.

In a research poll of 1,614 North American employees, we found that access to natural light and views of the outdoors are the number one attribute of the workplace environment, outranking traditional benefits like onsite cafeterias, fitness centers, and premium perks including on-site childcare (only 4-8% of FORTUNE 100 companies offer on-site child care).

Amazon’s Spheres relies on the premise that natural light, plant life, and healthy activities reduce employee stress and improve job satisfaction more so than a standard office building.

With more than 7 million jobs unfilled, companies are recognizing the importance of creating internal mobility and job rotation programs to keep employees motivated and engaged.

Walmart is also using virtual reality to train 1 million associates across 4,700 stores in the U.S. on various aspects of store operations from taking care of produce to handling crowds on Black Friday.

Artificial Intelligence – 3 Key Advancements for 2019

Artificial Intelligence was everywhere in 2018 and don’t expect the hype to die down over the next 12 months with the coming year’s advancements and innovation to bring about huge fundamental changes to a wide range of industries.

Increased Automation In 2018, most organisations spent time trying to gain a better understanding of what AI can and can’t do for their business operations, where could it be deployed and show fast rewards?

In 2019, we will see growing confidence that this smart, predictive technology, bolstered by learnings has picked up in its initial deployments and can be rolled out to wholesale across many business’s operations.

While 1.8 million jobs will be lost to automation – with manufacturing in particular singled out as likely to take a hit – 2.3 million will be created.

When it comes to doctors and lawyers, AI service providers have made concerted effort to present their technology as something which can work alongside human professionals, assisting them with repetitive tasks while leaving the “final say”

This means those industries benefit from the growth in human jobs on the technical side – those needed to deploy the technology and train the workforce on using it – while retaining the professionals who carry out the actual work.

Transparency It is obvious that we as a society cannot start deploying and using intelligent systems, machine learning solutions or cognitive computing platforms if their reasoning is blurred.

Reports have even found that companies are sometimes holding back from deploying AI due to fears they may face liabilities in the future, if current technology is later judged to be unfair or unethical.

This concept gives real-time insights into not only what decisions are being made but how they are being made, drawing connections between data that is used, decision weighting and the potential for bias in information.

The General Data Protection Regulation, put into action across Europe last year, gives citizens some protection against decisions which have “legal or other significant” impact on their lives made solely by machines.

While it isn’t yet a blisteringly hot political potato, its prominence in public discourse is likely to grow during 2019, further encouraging businesses to work towards transparency.

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