Engineering Innovations for the Golden Years

Designing Innovations for the Golden Years Designing Innovations for the Golden Years Designing Innovations for the Golden Years Mechanical designing has had its turn in numerous creations that have completely changed us. In any case, presently, as much as could be, it has the chance to improve the personal satisfaction in its last stages. Here we take a gander at a portion of the top mechanical designing impacted creations both in presence and being taken a shot at to help the more seasoned populace with amount of life as well as quality. A brilliant clinical gadget is a piece of GE's Home 2025 idea. Picture: GE Appliances Shrewd Medicine Cabinets Few seconds are more enjoyable than the day you purchase your first pill compartment with independent spaces for every day of the week. Be that as it may, GE is working diligently on a shrewd medication bureau, with the objective of changing your drug to how youre doing at the time. The expectation is well make it where it takes your biometric information every day and changes your prescriptions dependent on pulse, temperature, and that's only the tip of the iceberg, says Lou Lenzi, mechanical originator and structure chief for GE Appliances. The thought is that the drugs would be administered in fluid structure. Hold a paper cup under the gadget and here it comes. Envision the potential impacts in the event that you could have this perusing and an adjustment in prescription because of it. Assistive Robots For more seasoned individuals, they might need to remain in their home as long as possible and heres where apply autonomy could have the best impact. MIT Ph.D. applicant Albert Wang is a piece of a group chipping away at mechanical technology in which one of the objectives is to have robots step in for people in catastrophe help. He additionally observes the potential for this sort of innovation to assist in the home. For a more seasoned individual to have the option to control a robot could mean everything from opening containers to recovering things, he says. There are days when they just may not be at their best and it would be extraordinary for them to have this kind of help. A Toyota Prius adjusted to work as a Google driverless vehicle. Picture: Wikimedia Commons Driverless Cars Individuals are driving longer than any time in recent memory yet regularly more seasoned individuals dont simply go from driving constantly to not in the least. Actually, commonly it starts with them choosing to dispose of late evening driving. In any case, the disappointment at disposing of that self-governance can be equivalent to not having the option to complete as much as they might want, especially during winter months when the sun can set before it even hits 5 pm. Driverless vehicles are being chipped away at with getting individuals to their goal on their footing and this development could give significant serenity to numerous in their brilliant years. Better Bonding for Replacement? Trade prosthetics for older patients are a gigantic advantage, Wang says. Now and again a patient has issues with hip and knee substitutions since bone cant consistently cling to the substitution joints. I have a partner chipping away at ways so bones bond very well with prosthetic gadgets and mend a lot snappier. The real prosthetic gadget is titanium, however they can put nanotubes on a superficial level in light of the fact that the bone remembers it more as something it needs to bond with. The bone atoms can interlock with them and, without that holding, it could be harder. Eric Butterman is an autonomous essayist. For Further DiscussionFor a more established individual to have the option to control a robot could mean everything from opening containers to recovering items.Albert Wang, Ph.D. understudy, MIT

Talent Acquisition Technologies That Use AI - Workology

Talent Acquisition Technologies That Use AI - Workology List of Talent Acquisition Technologies with Artificial Intelligence Earlier I wrote about different ways in which HR and recruiting can use artificial intelligence to help bare some of the administrative burden that seems to take up so much of our time. In this article, I mentioned that artificial intelligence is defined as  an ideal intelligent machine [that] is a flexible  rational agent  that perceives its environment and takes actions that maximize its chance of success at some goal. Its a branch of computer science that uses machine learning  algorithms that mimic cognitive functions; making machines more human-like. I am a firm believer that A.I. technologies can allow HR as well as talent acquisition to be more strategic in our jobs. A.I. is great for pattern matching and prediction, however, I still have many questions especially surrounding whether A.I. is ethical at using these growing number of tools to use as part of your diversity recruiting efforts. More importantly can AI effectively help recruiters identify candidates by race, gender, honesty, intelligence, performance, reliability, or culture fit? AI tools that exist will tell you yes. And since I know how challenging it is to find great talent regardless of their protected class, sexual orientation or experience level, I say yes, but with some hesitation. I really hope that AI can do all those things and more. As practitioners, we really have to proceed cautiously. And that hesitation and caution are also that not all AI technologies are created equal. Some technology companies that tout their AI tools dont even use machine learning but rely on a complex Choose Your Own Adventure type decision trees to help answer and anticipate candidate questions. These types of technologies arent true AI because it isnt intuitive. Its simply going through the motions no different than if I was using a social media scheduling tool or IFTTT to turn on my Nest once it reached a certain temperature in my apartment. Helpful but not intuitive or intelligent or flexible. The Role of Artificial Intelligence (A.I.) in Recruiting Hiring The lowest hanging fruit for AI in our industry centers on talent acquisition and specifically the candidate experience. And this is why I focused my list-building and research efforts on talent acquisition because there is so much interest, curiosity, and confusion from those of us who are looking at trialing and testing this new breed of HR or talent acquisition technology at our company. In short, I had multiple reader requests to develop a list and so I am focusing on talent acquisition AI tools first. According to Berins 2017 Human Capital Trends Report, 38% of companies believe AI and robotics will be fully implemented in their company within 5 years. 38% of companies believe AI and robotics will be “fully implemented” in their company w/in 5 yrs Click To Tweet We are sitting at a growing technological divergence in our industry that is more apparent than ever before with the ushering of technologies like AI which are part of the fourth transformation of technology. I discussed in more detail the four transformations and the peril and opportunity they present in our industry recently on Cornerstone OnDemands Rework Blog. You can read about that here. I mention this because still a number of HR and recruiting leaders still rely on staffing plans and dashboards that are managing and maintained mostly via spreadsheet. And yet here we are talking about the future of recruiting and talent acquisition. Its it strange that we spend such a great deal of time in Word, Excel, PowerPoint and email? These are likely the least strategic activities we do in our roles in talent acquisition and HR. And while I wait for an AI assistant to fully manage my email and develop beautiful powerpoint presentations and Excel formulas, I think that AI in terms of talent acquisition can fundamentally change how we effectively recruit and hire. The challenge is there are likely a hundred or more AI technologies for recruiting with these numbers growing by the day. This is the exact reason I made the decision to aggregate a list of the technologies that I am aware of so that as TA leaders you can do your full due diligence. The AI technologies listed fall within one of seven of the maternity levels of artificial intelligence which according to Roy Wang at Constellation Research include: 1) Perception, 2) Notification, 3) Suggestion, 4) Automation, 5) Prediction, 6) Prevention and 7) Situational Awareness. However, Ill go over these in later detail in additional articles published at a later date. For now, I want you to research the tools and use your own judgment to decide where they appear along the maternity scale. List of Talent Acquisition Technologies with Artificial Intelligence Im listing the technologies in alphabetical order. If I have missed you from the list, please leave a comment as this list will evolve as Im made aware of more AI talent acquisition technologies. Arya.  Arya offers automated AI sourcing: it scans the web selecting candidates and arranges interviews. It predicts how likely a candidate is to move and tries to identify if a candidate is the right cultural fit for a company. It of course also engages with candidates. No real info on the company, team, or platform.   Avrio.  AI platform allowing to better qualify talent reducing recruiter workload by 35%. Uses fit score to determine fit and will engage the candidate using a chatbot for ongoing messaging. Cyra.  Cyra uses machine learning and natural language processing techniques to provide you with exactly the right candidates you’re looking for. Cyra will assist you to manage your hiring workflow by automating the monotonous tasks for you. EngageTalent. Source from a live stream of over 100 million passive candidates or enrich your own CRM and  ATS candidates with predictive insights. ENGAGE continuously monitors your candidates and alerts you with predictive  availability signals when a candidate is likely ready for a new opportunity. Entelo. Search passive candidates from multiple sources in a single platform.  The proprietary algorithm lets you find candidates from underrepresented groups based on gender, ethnicity, and veteran status right within our recruiting platform. GoHire.  GoBe is a recruiting chat bot that can import your companys jobs, pre-screen candidates, through customized pre-screening questions, and route candidates to job specific recruiters, your company career site, or your applicant tracking system. Hired. Hired simplifies your search by connecting the right people with the right companies at the right time. They use an algorithmic matching machine-learning algorithms take the guesswork out of finding the right fit, and make smarter matches over time. Ideal. Ideal uses artificial intelligence to screen resumes, uncover past applicants for new roles and initiate candidate outreach. All of this is done seamlessly within your existing ATS, no additional training required. Impress.  Singapore-based company currently accepting beta invites. Bots for help with candidate screening and candidate engagement. Jane by Loka.  With Jane you can get timely responses to employee questions faster than ever before. Your employees will love you. The HR department will thank you for the time youve saved them. Jobo the Job Bot.  Jobo is available on Facebook Messenger and Telegram developed in Berlin. JobPal. JobPal chat bot has a conversation with job seekers improving your candidate experience and putting you to the cutting edge of recruiting. Karen by Innosphere. Karen is an  outsourced development company in Canada, not a product company. For companies with 10,000+ employees. AI matching of candidates for recruiting. Private beta. Mya by FirstJob. Your teams A.I. recruiter.  Mya automates the process from resume to hire so you can cultivate and engage the best candidates. Olivia. Olivia is your recruiting assistant PocketRecruiter.  Pocket Recruiter is an AI matching technology that drastically reduces the time it takes to screen, source and evaluate candidates, helping recruiters achieve a higher interview to placement ratio. Rai from Hiringsolved. Rai is an experimental AI interface. You interact with him/her like a human assistant. He/she can find candidates for your job. I can even help you create and send messages to them. Working with me is as simple as having a conversation. Pomato.  AI for IT and technical recruiting. Pomatos Resume-Analyzer and Job-Matching engine can deep dive and find the right candidates for you in minutes. Scout Technology.  This company has pivoted and raised money under a different name before settling on AI. Scout combines artificial intelligence and human intuition to fill open positions at a fraction of the time and cost of traditional recruiting tools. Symphony Talent. Is a full-service solution technology provider in talent acquisition. Their Experience Cloud  (X-Cloud), an end-to-end omni-channel candidate lifecycle platform that acts as a recruiting command center all from a single platform (currently in beta).  Media Cloud  (M-Cloud), which guides smarter recruitment media buying through artificial intelligence. TalkPush.  HR technology that offers many options for full cycle hiring including video interviewing, sourcing as well as chat bot functionality for Facebook which is the AI component. SwoopTalent.  Proprietary correlation algorithms quickly synthesizes large amounts of data, allowing you to scale hiring efforts as your business grows. Access full candidate records from multiple data sources including ATS, CRM, social media profiles and spreadsheet data. Talla.  Talla is an AI-driven assistant that handles your busywork allowing you to focus on your most important tasks. Talla can manage employee onboarding and polling, answering basic HR questions, and more beyond recruiting and hiring. Tara. Deploy developer talent, with the push of a button. Offers a  network of pre-screened freelance technical talent. Textio.  Textio is an advanced machine learning platform for writing better job postings. Wade and Wendy.  Wendy is an AI in-house hiring assistant. She understands the identity of your company and intelligently vets and delivers candidates who complement your mission and culture.  Wade is a career guide for candidates. Wade grows with you throughout your career and opens your eyes to new professional opportunities. Watson by IBM.  Offering guided analytics and visualizations show you patterns and trends in compensation or attrition. Automated analytics identify factors must likely to contribute to high performance, satisfaction and more. Wirkin. Job board that has a bot which was first launched on Kik in 2016. Focused primarily on hospitality and retail industries. Xor. Chatbot recruiting assistant that communicates with candidates in Whats App, Slack, Messenger, Viber, and Telegram. European-based technology company. Do you have an AI tool or technology that you have either developed or are using in your recruiting and hiring efforts? Leave a comment below and Ill be in touch with you. As TA practitioners, how are you considering using or adopting artificial intelligence technologies? I look forward to speaking with you.

How to Make a Killer Resume and Get Noticed by Employers

<h1>How to Make a Killer Resume and Get Noticed by Employers</h1><p>If you need to benefit as much as possible from your resume then you ought to find out about me on continue design. Since such a large number of individuals convey resumes to work postings regular, many individuals don't have the foggiest idea what they are searching for in resumes. This article will tell you the best way to make a noteworthy resume that stands out.</p><p></p><p>The first thing you have to do is compose a resume that will contain all the things you like to do. You have to give your resume a character. You need to have an enthusiasm and involvement with specific territories that you might want to ensure that businesses realize that you genuinely love what you do.</p><p></p><p>One of the best intentions for get your resume saw is to utilize the correct watchwords. These words or expressions can build the presentation of your resume altog ether. Having incredible watchwords will tell potential businesses quickly what you bring to the table. They will know immediately in the event that you are doing your job.</p><p></p><p>The most significant pieces of your resume are the contact data. In the event that you don't get this right, at that point businesses won't have the option to contact you.</p><p></p><p>One great spot to search for proficient sites to assist you with getting a resume for you is Career Tree. You can discover a great deal of articles, instruments, and tips. This will be an ideal spot to get thoughts and give things a shot before you settle on a choice to utilize them.</p><p></p><p>You may likewise need to ensure you have a resume format that you can use to make your resume. A free resume is something you can use to make your resume in only a couple of moments. You can without much of a stretch discover these formats on the internet. </p><p></p><p>Once you have your resume, you have to get it acknowledged. There are approaches to promote your resume and get it took note. There are numerous spots to advance your resume, remembering for the internet.</p><p></p><p>When you carry out your responsibility search, the primary thing you have to do is make a resume. You should know about what your potential manager will find in your resume. Utilizing the correct catchphrases will assist you with getting saw and get employed quickly.</p>

5 Powerful Words and Phrases That Make You Sound Like a Leader

5 Powerful Words and Phrases That Make You Sound Like a Leader Words have a mind boggling measure of intensity. Utilizing the correct words in the correct setting can be a device with gigantic potential. Your decisions in phrasing can make you regarded or castigated. googletag.cmd.push(function() { googletag.display('div-gpt-advertisement 1467144145037-0'); }); Great pioneers use words to rouse, threaten, lock in. Here are 5 phrases incredible and amazing pioneers useâ€"and you ought to as well, on the off chance that you'd like to sound like a leader.1. AndSaying and rather than or shows that you don't think as far as high contrast, and you don't confine your alternatives. You add a third chance to each either/or circumstance by including the possibility of both. Regardless of whether it doesn't play out as expected, there's no utilization restricting your choices just by the words you decide to outline them.2. WhyYou realize how little children have that period of Why? Why? Why?? Wonder why grown-ups don't utilize the word all the more regular ly. It's an extraordinary method to draw in with the current circumstance, break new ground, comprehend the issue, and think of a more focused on and moving solution.3. Let me know more.Your motivation is to state no. What about saying disclose to me more? You may be missing something. In any case, you give your questioner the opportunity to present a superior defense. In the event that you withhold your judgment until you have a more nuanced feeling of what it is you're judging, you'll see a greater amount of the circumstance before choosing. It additionally implies that you are eager to tune inâ€"regardless of whether you wind up saying no at long last. Incredible pioneers are acceptable listeners.4. WhetherWe regularly become involved with how we will accomplish something and impeded in subtleties of how to achieve an assignment that probably won't merit constantly and exertion whenever inspected all the more intently. On the off chance that you make sure to ask whether its value moving toward first, at that point you can spare yourself and your group a great deal of squandered assets and vitality. Ask how second.5. What do you figure we ought to do?This isn't only an extraordinary method of getting thoughts from your associates, it's a decent perspective fresh, seeing things through others' eyes, and not restricting the assortment of alternatives within reach. You assemble can conceptualize and skip thoughts off each other. Posing this inquiry makes you a definitive cooperative person, somebody who knows he needs others to complete the job needing to be done. Besides: conversation consistently supports development. Everyone wins.

Your Resume Should be Relevant Dont Include Everything!

Your Resume Should be Relevant â€" Don’t Include Everything! If you have decided to rewrite your resume, you are probably gathering information, getting organized, and trying to find that old resume file. And, as you stare at the piles of paper, different files, and past job reviews, you are now trying to decide which information to include and not include while also ensuring it’s in-line with today’s search engines and job openings. Tip #1 â€" Don’t include ALL of your job history. If you have been working for 15 or 20 years, the jobs earliest in your career are most likely not relevant to future positions. For example, during high school, I was a bank teller and cleaned hotel rooms on the weekends. That was almost 25 years ago; therefore, not relevant to potential employers. Tip #2 â€" Consider adding or not adding your side business. If you are in direct sales and use that as a “side hustle,” you will have to determine whether or not that is relevant to the job opening. If you are seeking a sales position, it may be relevant as you are good at building relationships, establishing communication, and managing accounts. If you believe the employer may see your side business as a distraction, then don’t include it on your document. Tip #3 â€" High school is not important if you have a college degree. If you attended college or graduated with a degree, the high school information does NOT need to be on the resume. Tip #4 â€" Work history in two separate industries. Maybe you used to be in sales and you are transitioning into varied accounting rolesâ€"then focus on your accounting positions first and put your marketing work history in a separate section. Focus on the types of positions that are relevant to the jobs you are seeking. Tip #5 â€" Hobbies aren’t that interesting. Many years ago, people included hobbies on their documents and indicated interests such as running, traveling, and spending time with family. Unless you are a hiker and you are applying at a company that makes hiking shoes, it’s not relevant. In fact, sometimes hobbies can appear to actually pull your attention away from work. Relevance is key when you are working on your updated resume. It shouldn’t read like a laundry list of every single thing you have ever done in your professional career. So, before you add more information that may not be relevant, think it through and remember that hiring managers make decisions quickly about who to call-in for interviews. Get to the point quickly and ensure you make it through to an interview so that you can WOW the employer with your skills and knowledge.