Artificial intelligence is gaining more and more attention. Intelligent self-learning programs disrupt many industries, including eCommerce, manufacturing and production lines, transportation, agriculture, logistics and supply chain, and more. Moreover, such programs automate redundant processes and don’t require a high level of creativity, increasing its overall effectiveness.
“It is difficult to think of an industry that AI will not transform. This includes healthcare, education, transportation, retail, communications, and agriculture. There are surprisingly clear paths for AI to make a big difference in all of these industries.” – Andrew Ng, Founder, and CEO of Landing AI
Innovative Application of AI in Recruitment
These disruptive forces have started hitting the HR industry as well. And it’s not just a trend; the innovations brought by AI are going to stay. Moreover, it’s anything but a temporary phenomenon. The most recent development in HR technology is AI in recruitment. The changes brought by AI in recruitment will be significant since many recruitment aspects have redundant, time-consuming tasks that can be easily automated.
Apart from that, AI can bring innovative solutions to the new-age emerging problems faced in HR and recruitment, like managing a multi-generational workforce, rising mental health issues, promotion, or inclusive culture.
The entire HR industry will be going under major changes while AI makes their jobs easier, faster, and better.
This article will explore the role of AI in recruitment, its possible use cases, top tools available in the market to automate recruitment processes, potential challenges attached with the adoption of AI, and its overall impact.
The Role of AI in Recruitment — nine helps for recruitment
According to 52% of talent acquisition leaders, the most challenging part of recruitment is screening and short-listing candidates from a large talent pool. When integrated with applicant tracking software (ATS), an AI screening software can make hiring recommendations by utilizing data like candidates’ performance, merits, experience, etc.
The AI screening software can learn from existing candidates’ experience and skillsets and make recommendations accordingly.
Screening resumes still make up for the largest part of a recruiters’ daily schedule. Implementation of AI for resume screening can free up recruiters’ time to a great extent enabling them to screen effectively from the shortlisted candidates.
AI chatbots for recruitment work as recruiter’s assistant where chatbots can collect candidates’ basic information like education, experience and ask basic screening questions. Based on the inputs, the chatbot can rank the recruiter candidates saving their time and efforts.
Chatbots can also resolve candidates’ doubts that fall into frequently asked questions and set up interviews with worthy candidates, thereby automating almost 80% of top-of-the-funnel/pre-screening activities.
Automated Candidate Sourcing
Sourcing candidates to build the recruitment pipeline is a time-consuming and challenging task. AI for candidate sourcing can extend recruiters’ reach as artificial intelligence can scan millions of profiles in a matter of seconds from multiple job portals, social media platforms, and more.
Normally, a recruiter takes about 6 secs to scan a single resume, and a single corporate job opening attracts around 250 resumes. That’s almost 3-4 working days’ worth of just scanning resumes for a single position. AI can automate this part of the process, and recruiters can focus on the hiring process’s next levels.
Since AI can go through heaps and heaps of data in seconds, it will optimally use your company’s database of past candidates. So, rather than spending a great deal of money on sourcing new candidates, you can utilize the existing candidate pool to find a strong candidate who might be fit for existing job openings.
Around 3.2% of the entire workforce of the USA works remotely. And almost 16% of companies hire remote worlds exclusively.
The numbers will grow from here on out since the pandemic redefined the working culture for many companies.
This means it will get harder for recruiters to hire people since hiring remote workers comes with its own set of challenges. However, using AI-powered pre-assessment tools, video interviews combined with a hint of AI, and more can enable recruiters to hire better and faster.
Recruiters can expand their efforts for diversity hiring by implementing AI-powered solutions. For example, a startup called Gapjumpersdotme uses AI to analyze your current screening, hiring, and promotion processes, blind hiring, and creating inclusive job ads.
Around 56% of candidates believe AI may be less biased than recruiters, and about 49% think that implementing AI might increase their chances of getting hired.
Recruiters might be aware of their conscious biases, but it might be possible to be unaware of subconscious biases. And it’s becoming more and more important to promote diversity in the workplace since it improves employee productivity, happiness, retention, creativity, and more.
Facial Expression Analysis
Video interviews can save an ample amount of time for both the parties, candidates and employers. And video interviews with AI in the mix can analyze a candidate’s expressions, capture and analyze their moods, assess their personality traits, and more.
Big companies like Unilever, Dunkin’ Donuts, IBM, etc., already use AI in their video interviews and claim that it has increased ethnic and socioeconomic diversity in their hiring.
Customized Employee Value Propositions
Your employee value propositions can’t follow the doctrine of “one fit for all.” Every employee has a different set of skills, experience, and more importantly, their needs, goals, and aspirations are unique to them.
What’s valuable to one employee can be useless to the other. For example, an employee living within 2 miles from the office building won’t use company vehicles or car services. On the other hand, an employee who lives in the suburbs with a good 25 miles between their house and the office will be grateful to have a company vehicle or car service.
Providing custom-tailored value propositions to your employees can result in improved productivity and a happier workforce.
AI can analyze your employees’ behavior, personality traits, and more to personalize your company’s value proposition to an employee.
Such personalization can help you craft lucrative offers for the high-demand candidates, directly improving your overall conversion rates.
Quicker background checks
Background check is an essential part of the hiring process. This is the stage where the recruiter verifies the candidate’s credentials, experience, education, etc. Conventionally, this process is quite tedious and time-consuming.
But with AI-powered tools, this process can be made efficient, private, unbiased, and faster.
Checkr is one such platform that automates the process of background checks with its AI-powered solutions. Their solutions are used by companies like Netflix, Airbnb, Instacart, etc.
Here are 7 top AI-enabled tools you may find useful
Companies like Nike, General Dynamics, Intel, and Wayfair, Hiretual helps your talent sourcing teams source and engage the right applicants for opening job positions. Their tools provide a set of features like AI sourcing, market insights for creating effective hiring strategies, personalized outreach with candidates, diversity & inclusive hiring, and 30+ ATS integrations that fetch the right data in real-time.
Used by companies like McDonald’s, MARS, MOL Group, and ExxonMobil, XOR helps attract, engage, and recruit candidates efficiently. They offer features like live chat, virtual career fairs, WhatsApp campaigns, on-demand video interviews, recruiter and HR connect, and more.
XOR modernizes your recruitment processes and allows your HR and recruitment teams to leverage the power of AI, the internet, and social media platforms from one platform.
Used by companies like AirAsia, TATA Communications, HULU, and Twilio, Eightfold uses AI to guide your career site visitors to the right job openings. Further, they provide talent acquisition, talent diversity, talent management, and talent experience solutions to streamline every recruitment process aspect.
The conversion rates drastically increase with Eightfold.ai in the picture because of their predictions.
Humanly is a recruitment tool that majorly focuses on diversity hiring and seamlessly integrates with top ATS vendors. With their AI-powered chatbots, your recruitment team can automate candidates’ screening and interview scheduling in a DEI (diversity ethnicity inclusivity) friendly manner.
Used by Armoire, Tiny Pulse, Swiss Monkey, Oakland Roots, and BPM, Humanly claims to have saved over 60 hours scheduling and screening per job opening and 95% completion of background checks within 48 hours.
Used by companies like Chick-a-fila, Six Flags, Ocada Group, Agoda, and B&M, MyInterview leverages the power of AI and machine learning to analyze candidates’ answers for professionalism, reasoning, and more.
Their tools provide candidate insights using deep analytics and empower recruiters to customize their candidates’ experiences. For example, you can review interviews, shortlist candidates, collaborate with stakeholders more efficiently.
Used by Amazon, Onpartners, CT Assist, Three Pillars, and more, Loxo is a hiring and recruitment automation platform. It is a complete HR CRM that comes equipped with recruitment CRM, a talent intelligence system, and an application tracking system.
Known for their modern features like smart grids and task management, Loxo claims to have an updated database of over 530 million people and over 98% customer satisfaction rate.
Used by the likes of Twitter, Salesforce, Waymo, and Rover, Seekout is an AI-powered talent search engine that lets you search for talent in a way that’s comfortable for you. You can use their search engine for direct search, boolean search, and apply power filters or leverage AI matching benefits.
Seekout’s AI can shortlist candidates based on the job description added. This list is curated either from its own 500 million talent profiles or from your ATS. Additionally, you can reach out to the candidates with personalized messages and automated outreach sequences.
Other prominent features that they provide are talent analysis, candidate engagement, diversity hiring, and more.
You can also download their chrome extension that provides an added level of ease to your recruitment process.
Impact of AI on Recruitment
Roughly 75% to 88% of candidates applying for a particular position are underqualified or not a right fit. And for every job opening, it takes recruiters a good 23 hours to scan through all the applications and resumes.
More importantly, the volume of applications will increase in the near future, considering the recent developments in the unemployment rates because of the pandemic. At the same time, the recruitment and HR teams are predicted to remain the same size.
This only means that they’ll have to put in more effort with fewer than the necessary number of the hands-on deck.
Since AI can automate candidates’ screening and scheduling, it saves quite a lot of time and recruiters’ resources. And since you’ll be faster and efficient with your processes, the chances of losing a good candidate to your competitors become quite low.
The quality of hiring improves
The talent pool gets bigger and bigger every year unless the job listings are for unconventional roles. Then, the recruiters have to screen the entire talent pool to get to the right batch of candidates, which is tiring and time-consuming.
With AI in screening, recruiters will get a list of shortlisted candidates perfect for the jobs. Then, they will have to screen them further on the impersonal attributes like cultural fit, previous organizational behavior, etc. Needless to say, this drastically improves the quality of the hired candidates.
Better integration of analytics
AI-backed tools and software come equipped with high-level analytics, providing recruiters with insights about every aspect of their process. Using these insights, they can easily optimize their operations and make the most of their time and resources.
Improves candidate experience
AI tools like chatbots used for the pre-screening stage are online 24/7. This means whenever any candidates reach out to apply, ask questions, etc., the chatbots are there to clear their doubts and provide the necessary information regarding the job role and responsibilities, company overview, and more.
AI can provide candidates with detailed support throughout the application process, guiding them whenever they get stuck or solving their queries.
This improves their overall experience with the recruitment process and creates a positive image for your brand. This can translate into getting more referrals from the candidates, making it easier for recruiters to expand their reach without investing time or money.
Challenges of Adopting AI in Recruitment
Chatbot conversations can lack the human touch, can be perceived as robotic, and it is quite possible that the bots might not be able to parse human lingo, cultural context, everyday slang, etc.
Moreover, around 80% of candidates would prefer to have human interactions over AI-powered chats with bots.
The candidate’s experience might get impacted negatively by the use of AI.
Requires the input of a lot of data
To mimic human intelligence, AI-powered programs require the input of a great deal of data. If not, then you can’t expect accuracy in results generated from implementing AI-powered programs and tools.
Good recruiters judge candidates’ resumes based on their years of experience in dealing with candidates. Unfortunately, AI can’t mimic seasoned recruiters’ accuracy and judgment unless fed with heaps and heaps of data.
AI-powered tools are created based on previous data. The data originated from years of recruiters’ screening of candidates. The chances of recruiters having tapped into their unconscious bias in their screening and hiring candidates are quite high.
So, the possibility of AI learning human biases is not lost on us.
The only way to ensure that your AI tools are not replicating human biases is to have a vendor that’s well-aware of such issues and has taken steps to remove patterns of such biases.
Can be taken with a grain of salt/skepticism
Changing old ways, adopting new technologies and practices can be hard, in general. As a result, it is quite possible that HR and recruitment professionals might take these tools and software with a grain of salt.
Learning to work with a new tool and process is as hard as unlearning old ways and processes.
AI can be unreliable in candidate screening, especially when it encounters unconventional resumes in new formats or fonts. For example, when the AI can’t recognize the resume’s pattern, it might end up rejecting a well-suited candidate for the position.
Can’t understand or measure impersonal data
It’s easier for AI to understand data like years of experience, education level, etc. But when it comes to impersonal attributes like cognitive aptitude, personality traits, cultural fit, soft skills, etc. might get lost on AI.
This means you can lose an excellent candidate if your entire requirement process is relying on AI-powered tools.
Nothing is perfect. Everything comes with its own set of pros and cons. AI in recruitment is the same.
On the one hand, you have recruitment not quite willing to adopt the latest technologies or fearing that it’ll replace them, which is quite true. But on the other hand, this will essentially lead to the increased importance of human work and human touch in the recruitment process.
In the entirety, the pros of implementing AI in recruitment outweigh the cons by large. However, let’s not forget that its pros are not limited to recruiters; AI positively impacts candidates’ experience, improves organizations’ efficiency and cultures, and helps form better teams.
The cost of not keeping up with the technology can be quite high, especially if your industry is saturated with many big players.
The key still remains in finding the right balance between automation and manual work. Keep the processes human requires a high level of creativity, empathy, and analyzing intangible attributes. Automate the ones that are repetitive and time-consuming.
Application Dependencies: Are They Holding Back Software Innovation?
In software development, a dependency is a piece of software that another piece of software relies on in order to function. An application’s dependencies are the external components that the application needs in order to work. These can include libraries, frameworks, and other software packages that the application uses.
For example, if an application is written in Python and uses the Django web framework, then Django would be a dependency of the application. In order to run the application, the Django library would need to be installed on the system.
Managing Dependencies in Software Development
Managing dependencies is an important part of software development, as it helps to ensure that an application has all the necessary components it needs to run correctly. This can be especially important when deploying an application to a new environment, as all of the dependencies will need to be installed and configured correctly in order for the application to work.
While dependencies make it possible to develop applications faster and add advanced functionality quickly without having to build them from scratch, they also introduce serious risks that can bring software development projects to a halt. I’ll describe what types of dependencies commonly exist in software projects and how they impact software innovation.
Types of Software Dependencies
Functional dependencies are components or resources that are necessary for an application to function. They result from the tasks that enable businesses to achieve their desired outcomes. It is important to identify and map these dependencies to detect and address issues, removing redundant dependencies.
Sometimes, you might need an unavailable dependency, such as one still in development. Mocking is a technique used in software development to create simulated versions of components or dependencies for testing purposes. Mocking allows developers to test the behavior of a piece of code in isolation by replacing its dependencies with mock objects that mimic the behavior of the real dependencies.
Developmental dependencies, on the other hand, are dependencies that are only needed during the development and testing phase of a software application. These dependencies might include tools for testing, debugging, or building the application and are not necessary for the application to run in production.
For example, an application may depend on a testing framework such as JUnit or PyTest during development in order to run automated tests. Still, the testing framework would not be required when the application is deployed.
Similarly, an application may depend on a build tool such as Gradle or Maven during development in order to compile and package the code, but the build tool would not be needed when the application is running.
Non-Functional and Operational
Non-functional dependencies are dependencies that relate to the overall behavior and performance of a software application rather than its specific functionalities. Examples of non-functional dependencies might include dependencies on particular hardware or software configurations or dependencies on system-level services such as networking or security.
Operational requirements can be hidden in functional requirements, so they only become apparent later in the project. To resolve an issue with such dependencies, it is important to establish policies, identify the root cause of the issue, and determine the appropriate resolution.
Dangers and Risks of Application Dependencies
There are several risks associated with application dependencies, and the danger increases with greater reliance on external software components:
- Security vulnerabilities: Dependencies can contain bugs or flaws that can be exploited by attackers. It is important to keep dependencies up-to-date and to regularly check for and install any available security patches.
- Compatibility issues: Dependencies are not always compatible with the version of the software they are being used with, or they might rely on other dependencies that are not present.
- License issues: Dependencies may be subject to different licenses, and using them in an application may create legal issues if the terms of the license are not followed. It is important to carefully review the licenses of any dependencies before using them in an application.
- Maintenance and updates: These are essential in order to stay current and secure. If a dependency is no longer maintained or supported, it can become a liability for the application that relies on it.
- Complexity: An application with a large number of dependencies can be more complex to maintain and deploy, as all of the dependencies will need to be managed and kept up-to-date. This can result in something called dependency hell.
How Application Dependencies Impact Software Projects
Application dependencies are an important aspect of software development that can significantly impact the success of a software project. Understanding and managing these dependencies is crucial for building and maintaining high-quality software systems that are resilient, scalable, and easy to maintain:
Application dependencies can make the software more complex to build and maintain.
For example, if a software system has many dependencies on external libraries or frameworks, it may require more coordination between different teams and systems to ensure that these dependencies are properly managed. This can increase the time and effort required to deliver the project, and it can make it more difficult to make changes to the system in the future.
Application dependencies can affect software stability and reliability
If a change is made to a dependent component of the system, it can have unintended consequences on other parts of the system that rely on that component. This can make it more difficult to ensure that new features or changes are safe and reliable, and it can increase the risk of regressions or other issues.
Application dependencies can impact the scalability and performance of a software system
If dependencies are not properly managed or optimized, they can become bottlenecks or points of failure that limit the ability of the system to handle high levels of traffic or workload. This can impact the usability and reliability of the system, and it can reduce the value that it delivers to stakeholders.
Therefore, it is important for software teams to carefully understand and manage application dependencies in order to ensure that their projects are successful. This may require using tools and practices such as dependency mapping, automated testing, and continuous monitoring to track and manage dependencies effectively.
In conclusion, application dependencies can have a significant impact on software development projects. While dependencies can provide valuable functionality and save developers time and effort, they can also increase the complexity of a project, introduce security vulnerabilities, impact performance, and cause conflicts.
It’s important for developers to carefully consider the dependencies that their applications rely on and to try to minimize the number of dependencies as much as possible in order to keep the project simple and maintainable.
By keeping your project simple and maintainable — developers can help ensure that their applications are able to take advantage of the latest innovations and technologies and are able to adapt and evolve over time.
Featured Image Credit: Photo by Mikhail Nilov; Pexels; Thank you!
Leveraging Social Media To Grow Your Career In 2023
Employees are ready to change their jobs, with nearly half of American workers planning to look for a new job in the coming six months. According to a new Robert Half report, which surveyed 2,500 professionals, around 46% of them said they plan on making a career or job change in the first half of the year.
Job-hopping has become a workplace trend among young working professionals in the post-pandemic labor market. A recent Gallup study found that 60% of surveyed millennials – ages 27 to 40 years – are more likely to look for different opportunities this year. The percentage of non-millennials workers looking to switch jobs is roughly 15% lower.
A majority of Generation Z candidates have also claimed that they are likely to make a job change this year. In a 2022 Lever Great Resignation report, around 65% of Gen Z professionals said that they are likely to leave their job by the end of the year. Moreover, 13% of them are twice as likely to quit their jobs in the next month.
Job-hopping has become almost synonymous in the post-COVID workforce, and younger professionals are fueling this trend by leaving unfulfilling roles and moving on to greener pastures.
Yet, with so many professionals changing jobs, or looking to switch careers, even against the backdrop of a looming recession, many of them have geared themselves towards social media as a way to build a professional brand and market themselves to potential employers.
Using Social Media For Career Growth
Keeping your social media professional can be a hard ball to juggle. In a 2020 Harris Poll survey, around 70% of employers said that every company should screen candidates’ social media throughout the hiring process. Additionally, the majority of employers – 78% – believe that all their current employees should adhere to a work–appropriate social media profile.
Employees should care about what they share and post on social media. Although the debate over whether social media screening during the hiring process is ethical is still ongoing, candidates willing to leverage social media to develop or boost their careers will need to set up a social media strategy that can help them land the job they want.
Much of our digital identity is pinned to our social media accounts, and a lot of what we share, like and the people we interact with via these channels can speak a great deal of the types of person we are outside of the workplace.
Aside from employees using these platforms to grow their network, or search for possible job opportunities, employers and recruiters are using it to look for any possible red or green flags that you might bring to the workplace.
Social media has moved beyond its traditional form, and today it’s become a digital ecosystem that helps to connect like-minded professionals and their potential employers.
How To Use Social Media To Boost Career Opportunities
Searching for a job is more than browsing through recruitment websites and job listings on LinkedIn or Google. The internet, and social media is a vast place, with near-endless possibilities, and when it comes to growing your career through social media, you will need to know a few things first.
Have A Social Strategy
It might sound strange at first, but having a social media strategy will help you come in contact with the right people faster. Your social media strategy should include building an online identity that reflects your professional and personal side.
You can use different platforms for different connections or networks, it’s all about how you present yourself through your brand. Think of the type of content you share regularly, does it reflect who you are as a professional? How often do you post, or reply to comments and messages? Are there any areas where you can improve or update the information to help you grow your network of contacts?
Write some questions down to get you started, and start working on building an online identity that can get noticed by like-minded individuals in the same industry.
Network With Industry Professionals
Nowadays it’s easier than ever before to reach out to a company or recruiter through their social media, and the same goes for connecting with professionals working in the same industry.
Instead of using social media to only share insightful content, or engage with your friends, try to grow your professional network. On top of this, it’s important to engage with these people as well, even if it’s simply exchanging a few words now and again.
Be active in your mission to get to know the people that are out there, and spend a bit of time researching their profiles to better understand the type of skills and qualifications these people may have. Networking is one of the best possible ways to move around your industry without putting in much effort.
Grow Your Skills
Looking at other people’s social media profiles, whether it’s Twitter or Indeed.com, or even Instagram will give a better idea of the type of skills you might need to develop to help grow and make the next big career jump.
Often professionals will share their skills, and what they’re experts in at the top of their social media accounts, this way it is easier for recruiters to know who the person is, and for like-minded professionals to engage with them.
If you compare the skills of several professionals already working in the field you’re interested in, you will get a better idea of where you might need to upskill yourself by completing some courses or doing a bit of reading.
Advertise Your Expertise
When we say advertise, we don’t necessarily mean flashy and colorful digital adverts that you’d hope will get the attention of your potential employer.
Instead try and convey your expertise through the type of content you can share such as blog posts, news articles, industry research, or even projects you’ve worked on. Additionally, you can also share your job title and relevant experience in the bio section of your profile.
The better you are at showing people your expertise in a professional, yet unpretentious way, the faster your feed will fill up with similar content and other experienced individuals.
Update Your Profiles
This is relevant to almost every social media profile you have, regardless of what you use it for. People often neglect social media platforms they don’t use anymore, and while it can be tedious to spend so much time updating photos or replying to messages, decide on a couple of platforms you’d like to use and stick to them.
Make sure that the platforms you end up using have a recent photo, and that all other relevant personal information has been updated such as your job title, industry experience, and your current city. You don’t need to do this every week, only when needed, or when you’ve changed jobs or moved.
The better you curate your social media, the easier it will be for employers and recruiters to notice you as you actively begin to network.
Social media can be a professional tool, despite it receiving so much negative clout in recent years. Although it’s hard to determine whether possible employers or recruiters will screen your social media accounts before or during the hiring process, it’s best to always keep a well-groomed online identity – especially if you’re looking to make progress in your career.
Make well-informed decisions, and think about the type of content you’re sharing. Remember to engage with like-minded professionals, and have conversations online through the information you share with your followers.
The better you are at curating one or two social media platforms for career purposes, the quicker you’ll be able to expand your network, and grow your professional skills. Don’t think too much about it, try and have a balance as much as possible, as this will help you to enjoy your social media experience while maintaining a professional, yet fun digital identity.
Published First on ValueWalk. Read Here.
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Have You Heard of These 6 Amazing Ways to Use AI in Construction?
Artificial intelligence might have started as the fictional villain of sci-fi stories, but it’s quickly becoming indispensable in many industries. The construction industry is one among many beginning to adopt this new technology. How can companies and contractors start employing AI in construction? How could this industry 4.0 technology change the industry in the coming years?
1. Programming an Extra Set of Eyes
Drone cameras have already become invaluable for contractors, especially for site surveying and inspections. While they can help keep inspectors and workers safe, they still require a live person behind the camera and the controls. In the future, users could train AI to see, analyze and understand the images they’re observing, reducing or eliminating the need for a human operator or drone pilot.
Human inspectors will still be necessary, but if programmers can teach an extra set of AI-powered eyes to recognize when something is incorrect or missing, it could help streamline these processes.
As a bonus, these AI eyes could potentially recognize or identify errors and safety issues human inspectors might overlook. Observational AI systems rely on pattern recognition and spend most of their time observing hundreds of thousands of images to ensure they can correctly identify their targets.
They don’t experience the problem of familiarity. It’s like editing a piece of text. The more often the author reads it, the more likely they are to overlook errors rather than fix them. AI observational systems don’t have that problem, making them more efficient for safety applications.
2. Turning Data into Actionable Insights
Construction might be one of the slowest industries to adopt new technologies. Nonetheless, that hasn’t stopped the slow introduction of smart building. Incorporating devices into a construction project generates massive amounts of data. Without an AI or machine learning system, that information languishes in digital limbo. Skilled analysts may be able to make heads or tails of it, but putting it to use requires additional tools.
In construction, AI can sort through massive amounts of data, find patterns and deliver actionable insights that can improve productivity and worksite efficiency. It can use equipment maintenance data to create a better care schedule, preventing costly downtime due to equipment failure. With enough information, it can even predict when these maintenance cycles should occur based on past data.
3. Adopting Virtual Assistants
Alexa or Siri might seem like something users only need after their shift ends, but these virtual assistants and many others can help improve outcomes. Digital helpers designed for construction applications can manage communication, bolster inter-team coordination, schedule and track appointments, and more. Advanced assistants can access data generated by the above technology and help with budgeting and estimation.
Modern helpers may take time to customize to a company’s specific needs, but their benefits vastly outweigh the time investment. Utilizing natural language processing (NLP) can make these virtual tools even more powerful. NLP allows users to speak to their virtual assistants as they would to the person next to them.
4. Incorporating AI Into Wearable Technologies
Like virtual assistants, wearable technology might not seem like it has much of a place in the construction industry, but that couldn’t be further from the truth. Fitbits and Apple Watches might not offer much, but they are far from the only wearable devices available in the construction industry.
Monitoring an employee’s heart rate and other vital statistics can indicate when they might be in distress. Fatigue monitors can prevent on-the-job accidents by alerting supervisors when someone is operating heavy equipment while not adequately rested. Impact sensors can detect when someone experiences a fall. Connecting these wearable sensors to a centralized AI in construction sites allows the system to monitor employees in real-time and send alerts as needed.
5. Procuring and Supply Chains
Supply chains across industries took a significant hit during the COVID-19 pandemic. The price of some construction supplies skyrocketed, and the supply chains for other materials slowed to a crawl — if they were still available. Incorporating AI into procurement and supply chain systems can help improve efficiency and reduce the chance an upset like the pandemic could derail these supply chains again.
There are applications for AI and related technologies throughout the supply chain, from manufacturing and harvesting to those last-mile deliveries. Sensors can collect information about everything from location to distance traveled. They can monitor temperature and humidity for materials requiring more climate control, making it easier to protect all necessary supplies while in transit. Pairing these sensors with an AI system can make sense of data while generating actionable insights.
6. Integrating Robotics and Automation
Contrary to the story popular media tries to spin, robots aren’t appearing in workplaces intending to steal jobs. Instead, they could help improve workplace efficiency and reduce on-the-job injuries by completing mundane, repetitive, or dangerous tasks. Introducing robotics and automation can lower the potential for stress injuries since construction workers are most frequently diagnosed with this type of ailment.
When it comes to dangerous tasks, AI-powered robotics or automation are ideal. These applications can include everything from cleaning tanks or operating in low-oxygen environments to completing tasks in situations that would otherwise be unsafe for human life. While it is currently possible to use these robots manually via remote control, adding AI to the mix would free up workers for more critical or complex tasks employers can’t automate.
Looking to the Future of AI in Construction
There are so many amazing applications for AI construction that it’s easy to forget it’s still novel technology. It will take some time before the industry is ready to adopt this technology and capitalize on all its benefits. AI could make all the difference for companies looking to differentiate themselves in this competitive field.
Featured Image Credit: Provided by the Author; Photo by Sam Moghadam Khamseh; Unsplash; Thank you!