Can you answer Number 1 and number 2 separate

Best Practices Unilever Uses Al to Improve Selection Results Unilever, with 155,000 employees worldwide, needed a way to com- pete for talent, find a more diverse group of qualified people, and do so more efficiently. The consumer products company (its brands include Axe and Dove) achieved all of those goals by delegating more of the day-to-day work to computer software. It brought in two digital-HR companies, Pymetrics and HireVue, to help it automate the initial steps, so that job candidates coming to visit the company would already be very likely to succeed. The company connects with candidates on major jobs sites and social media, inviting them to apply online. Those who are interested reply by submitting a link to their Linkedin profile. Then they gener- ate a skills profile by playing a dozen online games for about 20 minutes. Al software analyzes their scores to arrive at a profile of several traits, including memory, tolerance for risk, and ability to focus. The software looks for a link between those traits and types of jobs available at Uni- lever. The relationship is based on scores in a database of the results of high-performing Unilever employ- ees, who had been asked to take the test. Candidates learn their results Immediately after taking the test, and average time from application to hire recruiters see the results along with fell from four months to four weeks. the benchmarks established for the Recruiters are spending far less time company reviewing applications and can focus When the system finds a match on people who already are known between a candidate's profile and to have potential. The diversity of a job category, it invites them to applicants is greater, both ethnically participate in an online interview, at and in terms of colleges attended. their convenience, using the camera The percentage of candidates who on their computer or mobile device. make it to the interview stage and The interview involves recording the the percentage of offers accepted answers to a set of prepared ques- both increased as well. tions, rather than speaking live to another person. The system uses Questions Al to analyze their words, tone, and 1. What aspects of Unilever's body language. Based on the results, selection process do you think the system delivers to the hiring would contribute to cost savings? manager a list of the candidates who 2. How did the introduction of scored highest. These candidates artificial intelligence add to the receive invitations to visit a Unilever utility of this process? office for a preview of what the job is like. By the end of the day, they know Sources: "About Unilever," https://www. whether they have a job offer. unilever.com, accessed April 3, 2020 Unilever has rated the new system "Unilever Finds Top Talent Faster with a win by several measures. One is HireVue Assessments," https://www. hirevue.com, accessed April 3, 2020, the increase in the pool of applicants. Rebecca Heilweil, "Artificial Intelligence The number of job applications has Will Help Determine If You Get Your Next soared, and most applicants com- Job," Vox, December 12, 2019. https:// plete the initial screening games. In www.vox.com; Richard Feloni, "Con- some cases, candidates who aren't sumer-Goods Giant Unilever Has Been a good fit for the job they had in Hiring Employees Using Brain Games mind turn out to be a good fit for and Artificial Intelligence-and It's a Huge another job they had not considered. Success." Business Insider, June 28, 2017 Another advantage is efficiency. The http://www.businessinsider.com