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==1 Title, abstract and keywords<!-- Your document should start with a concise and informative title. Titles are often used in information-retrieval systems. Avoid abbreviations and formulae where possible. Capitalize the first word of the title.
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== Abstract ==
  
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Provide a maximum of 6 keywords, and avoiding general and plural terms and multiple concepts (avoid, for example, 'and', 'of'). Be sparing with abbreviations: only abbreviations firmly established in the field should be used. These keywords will be used for indexing purposes.
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<p><strong>4TH CONGRESS OF ECONOMICS AND BUSINESS OF CATALONIA: TOWARDS A MORE DIGITAL AND SUSTAINABLE ECONOMY (2024)</strong></p>
  
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An abstract is required for every document; it should succinctly summarize the reason for the work, the main findings, and the conclusions of the study. Abstract is often presented separately from the article, so it must be able to stand alone. For this reason, references and hyperlinks should be avoided. If references are essential, then cite the author(s) and year(s). Also, non-standard or uncommon abbreviations should be avoided, but if essential they must be defined at their first mention in the abstract itself. -->==
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<p><strong>THEMATIC AXIS: 4. HUMAN CAPITAL AND THE FUTURE OF WORK</strong>/The future of work in a world governed by artificial intelligence.<br>
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<strong>COMMUNICATION TITLE:</strong> &quot;AI as a tool to help finding a job&quot;.</p>
  
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<p><strong>AUTHORS:</strong> Javier M. Asenjo Fern&aacute;ndez (UOC), Manuel Murillo Rosado (UB)</p>
  
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<p><strong>JUSTIFICATION: </strong>AI is at the center of many debates. However, approaches are needed to take advantage of the opportunities and assess the risks of applying it to solve specific problems, in this case job search.</p>
  
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<p><strong>OBJECTIVES:</strong><br>
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- Describe an overview of the process and a methodology for applying AI to job search and assess its risks and opportunities.<br>
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- To share various practical experiences carried out in this context (Porta 22 of Barcelona Activa, public institute, private university, professional college).</p>
  
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==2 The main text<!-- You can enter and format the text of this document by selecting the ‘Edit’ option in the menu at the top of this frame or next to the title of every section of the document. This will give access to the visual editor. Alternatively, you can edit the source of this document (Wiki markup format) by selecting the ‘Edit source’ option.
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<p><strong>ABSTRACT</strong></p>
  
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Most of the documents in Scipedia are written in English (write your manuscript in American or British English, but not a mixture of these). Anyhow, specific publications in other languages can be published in Scipedia. In any case, the documents published in other languages must have an abstract written in English.
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<p><strong>INTRODUCTION</strong><br>
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AI is a set of computer programs that simulate human intelligence through statistical predictions and other techniques. Its origin dates back to the 50&#39;s with the work of Alan Turing (among others) and in November 2022, the open launch of the GPT Chat by the company Open AI is a catalyst for all previous contributions, opening a world of new opportunities and challenges at a global level.<br>
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This paper proposes the use of this technology as an aid to find a job, with all the pros and cons that this entails. A global vision of the process and an applied methodology based on conversational chatbots, note takers, multimedia generators (images, videos and audio) is described.</p>
  
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<p><strong>AREAS OF APPLICATION OF IA TO JOB SEARCH</strong><br>
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There are three areas where AI can bring value to job search. Firstly, improving knowledge: one&#39;s own (personal SWOT) and others&#39; (market, sector, company, job position). Secondly, the sharpening of tools: CV, presentation communication (letter, mail, LinkedIn post, Whatsapp), portfolio (web, blog, social networks...), interview, tests and group dynamics. Finally it can be applied to continuous improvement through reflection on the preparation and execution of the process (feedback).</p>
  
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2.1 Subsections
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<p><strong>PRACTICAL EXPERIENCES</strong><br>
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The authors have conducted several practical workshops in the context of this proposal. They have focused on training for the recruitment interview. Three phases have been worked on: script preparation (using chatbots), interview practice (with note takers for videoconferencing) and continuous improvement (chatbots and images). The aspects verified may be interesting for this area and extrapolated to others.</p>
  
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Divide your article into clearly defined and numbered sections. Subsections should be numbered 1.1, 1.2, etc. and then 1.1.1, 1.1.2, ... Use this numbering also for internal cross-referencing: do not just refer to 'the text'. Any subsection may be given a brief heading. Capitalize the first word of the headings.
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<p>The workshops have been carried out mainly for Barcelona Activa (in Porta 22) both face-to-face and virtual. Also for educational centers: Palau Ausit Public Institute (Ripollet) and Mediterrani University School (Barcelona). Finally, two conferences for the Association of Economists of Catalonia.</p>
  
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<p><strong>CONCLUSIONS</strong><br>
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In the first place, the initial balance is positive, it has generated interest and participation.&nbsp; However, potential risks must be monitored: data protection, hallucinations, ethical aspects. Finally, this model is potentially transferable to other contexts and scalable to improve its impact on society.</p>
  
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==Resumen==
  
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JUSTIFICACIÓN DE SU INTERÉS: La IA está en el centro de muchos debates. No obstante, se necesitan aproximaciones que permitan aprovechar las oportunidades y valorar los riesgos de aplicarla a resolver problemas específicos, en este caso la búsqueda de empleo.
  
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===OBJETIVOS:===
  
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Describir una visión global del proceso y una metodología para aplicar la IA a la búsqueda de empleo y valorar sus riesgos y oportunidades
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Compartir diversas experiencias prácticas realizadas en este contexto (Porta 22 de Barcelona Activa, Instituto público, Universidad privada, Colegio profesional)
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RESUMEN
  
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===INTRODUCCIÓN:===
  
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La IA es un conjunto de programas informáticos que simulan la inteligencia humana mediante predicciones estadísticas y otras técnicas. Su origen se remonta a los años 50 con los trabajos de Alan Turing (entre otros) y en noviembre de 2022, el lanzamiento en abierto del Chat GPT de la empresa Open AI supone un catalizador de todas las aportaciones anteriores, abriendo un mundo de nuevas oportunidades y retos a nivel global.
  
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En esta comunicación se propone la utilización de esta tecnología como ayuda para encontrar trabajo, con todos los pros y contras que ello conlleva. Se describe una visión global del proceso y una metodología aplicada basada en chatbots conversacionales, tomadores de notas, generadores multimedia (de imágenes, videos y audio).
  
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Please insert tables as editable text and not as images. Tables should be placed next to the relevant text in the article. Number tables consecutively in accordance with their appearance in the text and place any table notes below the table body. Be sparing in the use of tables and ensure that the data presented in them do not duplicate results described elsewhere in the article.
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===ÁREAS DE APLICACIÓN DE LA IA A LA BÚSQUEDA DE EMPLEO===
  
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Hay tres ámbitos donde la IA puede aportar valor a la búsqueda de empleo. En primer lugar, la mejora del conocimiento: propio (DAFO personal) y ajeno (mercado, sector, empresa, puesto de trabajo). En segundo lugar, el afilado de las herramientas: CV, comunicación de presentación, portfolio, entrevista, tests y dinámicas de grupo. Finalmente se puede aplicar a la mejora continua mediante reflexión sobre la preparación y ejecución del proceso (feedback).
  
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Number the figures according to their sequence in the text. Ensure that each illustration has a caption. A caption should comprise a brief title. Keep text in the illustrations themselves to a minimum but explain all symbols and abbreviations used. Try to keep the resolution of the figures to a minimum of 300 dpi. If a finer resolution is required, the figure can be inserted as supplementary material
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===EXPERIENCIAS PRÁCTICAS===
  
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Los autores han realizado diversos talleres prácticos en el contexto de esta propuesta. Se han focalizado en el entrenamiento para la entrevista de selección de personal. Se han trabajado 3 fases: la preparación del guion (mediante chatbots), la práctica de la entrevista (con tomadores de notas para videoconferencias) y la mejora continua (chatbots e imágenes). Los aspectos verificados pueden ser interesantes para este ámbito y extrapolables a otros.
  
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Los talleres se han realizado fundamentalmente para Barcelona Activa (en Porta 22) tanto presenciales como virtuales. También para centros educativos: Instituto público Palau Ausit (Ripollet) y Escuela Universitaria Mediterrani (Barcelona). Finalmente, dos conferencias para el Colegio de Economistas del Cataluña.
  
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===CONCLUSIONES===
  
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En primer lugar, el balance inicial es positivo, ha generado interés y participación. No obstante, hay que vigilar los riesgos potenciales: protección de datos, alucinaciones, aspectos éticos. Finalmente, este modelo es potencialmente transferible a otros contextos y escalable para mejorar su impacto en la sociedad.
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Latest revision as of 14:27, 31 May 2024

Abstract

4TH CONGRESS OF ECONOMICS AND BUSINESS OF CATALONIA: TOWARDS A MORE DIGITAL AND SUSTAINABLE ECONOMY (2024)

THEMATIC AXIS: 4. HUMAN CAPITAL AND THE FUTURE OF WORK/The future of work in a world governed by artificial intelligence.
COMMUNICATION TITLE: "AI as a tool to help finding a job".

AUTHORS: Javier M. Asenjo Fernández (UOC), Manuel Murillo Rosado (UB)

JUSTIFICATION: AI is at the center of many debates. However, approaches are needed to take advantage of the opportunities and assess the risks of applying it to solve specific problems, in this case job search.

OBJECTIVES:
- Describe an overview of the process and a methodology for applying AI to job search and assess its risks and opportunities.
- To share various practical experiences carried out in this context (Porta 22 of Barcelona Activa, public institute, private university, professional college).

ABSTRACT

INTRODUCTION
AI is a set of computer programs that simulate human intelligence through statistical predictions and other techniques. Its origin dates back to the 50's with the work of Alan Turing (among others) and in November 2022, the open launch of the GPT Chat by the company Open AI is a catalyst for all previous contributions, opening a world of new opportunities and challenges at a global level.
This paper proposes the use of this technology as an aid to find a job, with all the pros and cons that this entails. A global vision of the process and an applied methodology based on conversational chatbots, note takers, multimedia generators (images, videos and audio) is described.

AREAS OF APPLICATION OF IA TO JOB SEARCH
There are three areas where AI can bring value to job search. Firstly, improving knowledge: one's own (personal SWOT) and others' (market, sector, company, job position). Secondly, the sharpening of tools: CV, presentation communication (letter, mail, LinkedIn post, Whatsapp), portfolio (web, blog, social networks...), interview, tests and group dynamics. Finally it can be applied to continuous improvement through reflection on the preparation and execution of the process (feedback).

PRACTICAL EXPERIENCES
The authors have conducted several practical workshops in the context of this proposal. They have focused on training for the recruitment interview. Three phases have been worked on: script preparation (using chatbots), interview practice (with note takers for videoconferencing) and continuous improvement (chatbots and images). The aspects verified may be interesting for this area and extrapolated to others.

The workshops have been carried out mainly for Barcelona Activa (in Porta 22) both face-to-face and virtual. Also for educational centers: Palau Ausit Public Institute (Ripollet) and Mediterrani University School (Barcelona). Finally, two conferences for the Association of Economists of Catalonia.

CONCLUSIONS
In the first place, the initial balance is positive, it has generated interest and participation.  However, potential risks must be monitored: data protection, hallucinations, ethical aspects. Finally, this model is potentially transferable to other contexts and scalable to improve its impact on society.


Resumen

JUSTIFICACIÓN DE SU INTERÉS: La IA está en el centro de muchos debates. No obstante, se necesitan aproximaciones que permitan aprovechar las oportunidades y valorar los riesgos de aplicarla a resolver problemas específicos, en este caso la búsqueda de empleo.

OBJETIVOS:

Describir una visión global del proceso y una metodología para aplicar la IA a la búsqueda de empleo y valorar sus riesgos y oportunidades Compartir diversas experiencias prácticas realizadas en este contexto (Porta 22 de Barcelona Activa, Instituto público, Universidad privada, Colegio profesional) RESUMEN

INTRODUCCIÓN:

La IA es un conjunto de programas informáticos que simulan la inteligencia humana mediante predicciones estadísticas y otras técnicas. Su origen se remonta a los años 50 con los trabajos de Alan Turing (entre otros) y en noviembre de 2022, el lanzamiento en abierto del Chat GPT de la empresa Open AI supone un catalizador de todas las aportaciones anteriores, abriendo un mundo de nuevas oportunidades y retos a nivel global.

En esta comunicación se propone la utilización de esta tecnología como ayuda para encontrar trabajo, con todos los pros y contras que ello conlleva. Se describe una visión global del proceso y una metodología aplicada basada en chatbots conversacionales, tomadores de notas, generadores multimedia (de imágenes, videos y audio).

ÁREAS DE APLICACIÓN DE LA IA A LA BÚSQUEDA DE EMPLEO

Hay tres ámbitos donde la IA puede aportar valor a la búsqueda de empleo. En primer lugar, la mejora del conocimiento: propio (DAFO personal) y ajeno (mercado, sector, empresa, puesto de trabajo). En segundo lugar, el afilado de las herramientas: CV, comunicación de presentación, portfolio, entrevista, tests y dinámicas de grupo. Finalmente se puede aplicar a la mejora continua mediante reflexión sobre la preparación y ejecución del proceso (feedback).

EXPERIENCIAS PRÁCTICAS

Los autores han realizado diversos talleres prácticos en el contexto de esta propuesta. Se han focalizado en el entrenamiento para la entrevista de selección de personal. Se han trabajado 3 fases: la preparación del guion (mediante chatbots), la práctica de la entrevista (con tomadores de notas para videoconferencias) y la mejora continua (chatbots e imágenes). Los aspectos verificados pueden ser interesantes para este ámbito y extrapolables a otros.

Los talleres se han realizado fundamentalmente para Barcelona Activa (en Porta 22) tanto presenciales como virtuales. También para centros educativos: Instituto público Palau Ausit (Ripollet) y Escuela Universitaria Mediterrani (Barcelona). Finalmente, dos conferencias para el Colegio de Economistas del Cataluña.

CONCLUSIONES

En primer lugar, el balance inicial es positivo, ha generado interés y participación. No obstante, hay que vigilar los riesgos potenciales: protección de datos, alucinaciones, aspectos éticos. Finalmente, este modelo es potencialmente transferible a otros contextos y escalable para mejorar su impacto en la sociedad.

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