UI/UX Articles and Interesting Tidbits of the Week
September//15//2023
Here are some interesting finds on UI/UX of the week!
1.
Establishing an A.I. Policy. Very interesting article hailing from Dice and author Nick Kolakowski on the topic of establishing AI policies across organizations. While AI is already adding so much value to workstreams, for instance, on the sheer basis of automation, it does so by scraping previously existing patterns and information generated by others. Being aware of how to leverage AI in any work environment is something that managers and Organizations in general need to define, in order to avoid various legal issues, not to mention the veracity of the data that is being handled and brought forth. Well worth reading through this fascinating conversation. Highlight of the article includes:
“While A.I. tools have their benefits, they also present numerous pitfalls for managers. Chief among them: generative A.I. can potentially scrape sensitive or protected content, which is why companies such as Google are putting guardrails on how employees use these tools internally. Generative A.I. may also violate others’ intellectual property rights; for example, image generators such as Midjourney are trained on copyrighted visual works, which could lead to a tangled legal morass at some point. In addition, A.I. platforms such as ChatGPT can’t adjudicate truth, and may deliver factually wrong answers in response to queries. That’s extremely problematic if a manager’s team is relying on a chatbot for answers to mission-critical questions, for instance. It’s a similar issue with code: although tools such as Meta’s Llama 2 offer increasingly sophisticated code generation abilities, the output may still contain vulnerabilities.”
2.
Research Career Roadmap. Great article from dScout’s blog and author Stevie Watts on the topic of building a career in UX Research (or Product Design Research). It’s a very thorough article but also a very rewarding one, in the sense that it gives professionals in this field or who are thinking of transitioning into this field, a perspective on how the path can be shaped, how to upskill, and keep the momentum going. The author also provides very specific views on the trajectory, going from Landing a Job in the field, Navigating a career in this field, all the way to building a team focused on Research. Engrossing and rewarding read. Highlight of the article includes:
“Qualitative researchers are focused on answering the why behind user action and decision-making processes. Their primary focus is listening to what users say during interviews and identifying patterns to better understand user behavior and motivation. Rather than proposing new research ideas, they identify how to improve current user experience and use this to determine what can be built next. Whichever path you choose you’re not necessarily turning your back on the alternative. A quantitative researcher may find themselves sitting in the occasional user interview, but most of their day-to-day work will consist of data collection and analysis. Ideally, you possess a majority of skills in one area and are still able to operate in the other to ensure the research is comprehensive across the board.”
3.
Getting Better Talent Leveraging AI. Very interesting article hailing from the Qualtrics blog and author Aaron Carpenter on how AI can auxiliate the process of capturing and retaining highly skilled workers. It’s an article that sheds light on how AI tools, including digital assistants and automation can alleviate the role of HR processionals and recruiters in general, allowing for a closer rapport establishment with the candidates. This is of course an ideal sentiment, one that can be challenged by the number of layoffs that have occurred during 2023 alone, which also asks the question: if you want to retain great talent, be respectful and have a mindful strategy of how you let go of that same talent. Highlight of the article includes:
“Digital technologies, particularly AI, present a real, scalable way for organizations to rebuild and rethink their approach to talent acquisition, and most importantly: connect with candidates in deeper and more meaningful ways. Having an assistant like Kieran means that HR professionals spend less time on administrative tasks and screening, and more time getting to know candidates, conducting engaging interviews, and devising strategies that attract the very best. Also, AI-based tools encourage users to acquire new skills so that they can use them effectively. And this is just one simple use case. For example, imagine for a moment that you can capture every piece of feedback and/or commentary about your organization on every social media channel or jobsite. This includes what candidates love about your hiring processes and what they hate, to how they’re feeling about the job market and what they’re looking for.”
