Google Expands Buyout Program in Push to Ramp Up AI Spending
Google on Tuesday extended voluntary buyout offers to U.S. employees in multiple divisions, one of a number of cost-cutting steps it's made to help fund billions in AI spending.
The offers were extended to employees within its search and advertising units, as well as research, engineering and other areas of the company. The company has for years been culling workers as it invests tens of billions of dollars to develop cutting-edge artificial intelligence models and systems.
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Business Upturn
18 minutes ago
- Business Upturn
'Our thoughts and deepest condolences are with the families': Air India Chairman confirms AI-171 crash, pledges full support
By Aditya Bhagchandani Published on June 12, 2025, 14:54 IST Air India Chairman N Chandrasekaran has confirmed the tragic crash of flight AI-171, a Boeing 787 aircraft operating from Ahmedabad to London Gatwick, which went down shortly after takeoff on June 12, 2025. The aircraft, with 242 people on board, crashed outside the airport perimeter minutes after departure. In a heartfelt official statement, Chandrasekaran said, 'With profound sorrow I confirm that Air India flight AI-171 operating Ahmedabad–London Gatwick was involved in a tragic accident today. Our thoughts and deepest condolences are with the families and loved ones of all those affected by this devastating event.' He further added that the airline's primary focus is to support those impacted, stating, 'We are doing everything in our power to assist the emergency response teams at the site and to provide all necessary support and care to those impacted.' An emergency centre has been activated, and dedicated support teams are working to aid families seeking information. Air India and the Directorate General of Civil Aviation (DGCA) have launched a full investigation into the cause of the crash. The airline has committed to sharing updates as verified information becomes available. The flight was being commanded by Capt Sumeet Sabharwal, a Line Training Captain with 8,200 hours of flying experience, accompanied by First Officer Clive Kundar, who had 1,100 hours. A MAYDAY call was received, but contact was lost moments later. Rescue efforts are ongoing, and the nation mourns one of the most devastating aviation tragedies in recent history. Aditya Bhagchandani serves as the Senior Editor and Writer at Business Upturn, where he leads coverage across the Business, Finance, Corporate, and Stock Market segments. With a keen eye for detail and a commitment to journalistic integrity, he not only contributes insightful articles but also oversees editorial direction for the reporting team.
Yahoo
20 minutes ago
- Yahoo
87% of Fortune 500 Fall Short in Applying AI and Automation for Job Seekers — Yet Nearly Half of 18 – 34-Year-Olds Want a Personalized TikTok-Like Experience
Phenom's 9th Annual Study Unveils Majority of Fortune 500 Companies are Insufficiently Leveraging AI and Automation to Deliver Tailored Candidate Journeys, Missing the Mark with Candidates' Expectations & Extending Talent Gaps PHILADELPHIA, June 12, 2025--(BUSINESS WIRE)--Phenom, an applied AI company specializing in human resources, recently published its ninth annual State of Candidate Experience: 2025 Benchmarks Report. Based on an analysis and ranking of the Fortune 500's candidate experiences across 14 industries, the report revealed that while organizations are increasingly investing in optimizing their career sites with AI and automation, many continue to fail to meet job seeker expectations with hyper-personalized experiences that effectively attract, engage and convert talent throughout the talent journey. Nearly half (47%) of American 18 – 34-year-olds say that if they were applying for a job at a company, their career site should be able to learn what jobs they're interested in the same way the algorithms of their social media platforms (e.g. TikTok and Instagram) learn what videos and posts users might be interested in, according to a recent survey commissioned by Phenom and conducted by The Harris Poll1. This shows a large disconnect between a population of workers who are expected to make up 80% of the advanced economies' workforce globally by 2034, and what the Fortune 500 are delivering today — with 87% of them failing to use AI and automation to hyper-personalize their career sites according to Phenom's report. Today's candidates not only seek alignment with an organization's relevant roles and purpose before applying to open jobs, but a career site experience that is intuitive and consumer-grade2. Leading organizations that recognize this evolution are delivering personalized experiences through segmented candidate journeys across all roles and levels by implementing omnichannel approaches to job discovery, strategically investing in automation and intelligence solutions to scale personalization efficiently, and developing a compelling employer brand narrative that creates sustainable competitive advantages. 1 This survey was conducted online within the United States by The Harris Poll on behalf of Phenom from May 20 - 22, 2025 among 2,055 adults ages 18 and older. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within +/- 2.5 percentage points using a 95% confidence level. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact Phenom. 2 Based on Phenom's data. Companies Fail to Personalize the Candidate JourneyThe State of Candidate Experience: 2025 Benchmarks Report revealed extensive opportunities for the Fortune 500 to enhance personalization throughout the candidate journey: 88% did not suggest related job openings based on current job title and skills 87% failed to use AI and automation to hyper-personalize career sites 83% did not have a chatbot on the career site that provides job recommendations 83% did not show recently viewed jobs 76% did not automatically detect the candidate's location and suggest relevant jobs nearby 74% did not clearly articulate the employer value proposition throughout the candidate journey in a way that was easy to find 73% did not feature a lot of relevant, quality content that conveys the employer brand throughout the candidate journey 68% did not use a passwordless job cart/favorites function for candidates to save job searches 31% did not use video content featuring employee testimonials showcasing company culture Strongest Candidate Journey AreasThe report highlighted a few key areas where the Fortune 500 continue to improve, including technical website performance and job descriptions: 96% had well-written job descriptions with at least three clear responsibilities and qualifications 91% provided the ability to upload a resume and cover letter from mobile devices 82% provided an easy mobile-apply process in three steps or less 86% increase in search providing relevant suggestions based on keywords 62% increase in social login available on the career site 33% increase in type-ahead search on all career site pages Leading Organizations Leverage AI & Automation, Transforming Candidate ExperiencesFortune 500 companies that are gaining a competitive advantage are successfully customizing and enhancing candidate experiences: "We've been able to customize and personalize our candidate experience. For example, we added day-in-the-life videos to all of our manufacturing job pages. Soon after, we noticed an increase in application rates," said Laura Schmidt, Talent Marketing Consultant for Land O'Lakes, Inc. "We're also gaining efficiencies through automations, allowing our recruiters to focus on connection with candidates instead of manual tasks. And we're able to share our brand over time with candidates knowing we may not always have the perfect job for them at the moment, but we're able to keep them engaged when that perfect job opens up." "We created a dynamic career site that empowers candidates to go on their own journeys, highlighting job categories and creating landing pages with content and openings that are most relevant," said Scott Ewert, SVP, Talent Acquisition at Regions Bank. "We wanted one word to define the process of viewing job openings and scheduling interviews: seamless. Indeed, we have created a seamless experience not only for talent prospects but also for our teams who have a clearer window into the most qualified, most capable candidates for open positions. It's very specialized, allowing people to get a more authentic view of what it's like to work in specific departments at Regions. This is an investment that's yielding solid results." "Creating a unified candidate journey with a tailored content strategy has empowered us to proactively answer candidate questions, increase our brand awareness and highlight why TD SYNNEX is a great place to grow a career," said Grant Smith, Global Recruitment Marketing Specialist at TD SYNNEX. "Companies that prioritize their talent experience strategy are likely to see increases in quality of hire, boosts in recruiter productivity and strengthened brand perception." Business-Critical Guidance for Candidate Journey ImprovementsPhenom's 2025 State of Candidate Experience report includes recommendations for organizations seeking to improve how they attract, engage and convert talent with AI and automation. Deliver industry and job-specific personalization. Generic career sites create friction and waste valuable time for candidates looking to learn about jobs and submit applications. Personalize the candidate experience by serving up hyper-relevant content and work opportunities based on context including the candidate's preferences and experience. This ultimately accelerates discovery and conversion while demonstrating your organization's commitment to creating a phenomenal candidate journey. Build a skills-forward career site. Savvy candidates navigate career opportunities based on transferable skills rather than rigid job titles or industry boundaries. Organizations must reimagine their career sites, where talent can instantly connect with relevant opportunities based on their individual capabilities, and where job descriptions prominently showcase the skills and competencies that drive success. Invest in conversational AI and automation. Extend your talent acquisition team's capabilities 24/7 with advanced conversational AI that provides instant support throughout the entire candidate journey — from initial job discovery to onboarding as a new hire. These AI-powered chatbots should seamlessly handle questions, recommend relevant jobs, conduct preliminary screening, and even support the application and interview scheduling process. The Role of Agentic AI in Candidate JourneysAI agents built to meet specific business, personas and industry needs will continue to transform talent attraction and engagement strategies. Experience Agents designed for the candidate journey transform how job seekers find and apply for the right work, and Persona Agents augment how talent acquisition teams attract and engage best-fit talent to: Accelerate hiring, filling specialized and high-volume roles with personalized and automated candidate engagement Slash talent acquisition workloads in half by increasing efficiency and growth through automation and intelligence Streamline employer branding, with generative AI and no-code design tools that make creating branded and personalized content effortless and engaging Enhance how HR teams work with AI to meet or exceed hiring goals "There is a clear divide between companies experimenting with AI and those truly harnessing its power to accelerate talent acquisition processes and transform candidate engagement through hyper-personalization," said John Harrington, Sr. Director, Product Marketing at Phenom. "In today's economy, AI-powered recruitment isn't just an advantage — it's survival. Organizations can automate up to 90% of hiring workflows while improving candidate experience. Those who resist this evolution won't just fall behind; they'll become irrelevant in a market where efficiency and speed directly determine viability." Phenom's AI, Generative AI and AI agents empower organizations to hire and onboard faster, develop better and retain longer through augmented work — while ensuring responsible AI adoption and utilization. Phenom's award-winning AI technology innovations fuel productivity and efficiency for recruiters, talent marketers, talent leaders, hiring managers, HR and HRIT. To read the full 2025 report and Fortune 500 company rankings, and industry breakdowns across 14 industries including Healthcare & Pharmaceutical, Manufacturing & Materials, Retail, Restaurant & Hospitality, and Transportation & Distribution, download here. Organizations not featured in the report can request their own complimentary career site audit here. About PhenomPhenom has a purpose of helping a billion people find the right work. Through AI-powered talent experiences, employers use Phenom to hire and onboard employees faster, develop them to their full potential, and retain them longer. The Phenom Intelligent Talent Experience platform seamlessly connects candidates, employees, recruiters, talent marketers, talent leaders, hiring managers, HR and HRIT — empowering diverse and global enterprises with innovative products including Phenom X+ Agentic AI and Generative AI, Career Site, Chatbot, CMS, Talent CRM, X+ Screening, Automated Interview Scheduling, Interview Intelligence, Talent Experience Engine, Campaigns, University Recruiting, Contingent Talent Hiring, Onboarding, Talent Marketplace, Workforce Intelligence, Career Pathing, Gigs, Mentoring, and Referrals. Phenom has earned accolades including: Inc. 5000's fastest-growing companies (5 consecutive years), Deloitte Technology's Fast 500 (4 consecutive years), 11 Brandon Hall 'Excellence in Technology' awards including Gold for 'Best Advance in Generative AI for Business Impact,' Business Intelligence Group's Artificial Intelligence Excellence Awards (3 consecutive years), The Cloud Awards 2025/2024, The A.I. Awards 2024, and a regional Timmy Award for launching and optimizing (2020). Headquartered in Greater Philadelphia, Phenom also has offices in India, Israel, the Netherlands, Germany and the United Kingdom. For more information, please visit Connect with Phenom on LinkedIn, X, Facebook, YouTube, Instagram and TikTok. View source version on Contacts Jennifer Sign in to access your portfolio
Medscape
21 minutes ago
- Medscape
AI and Home Dialysis: From Prediction to Personalization
VIENNA — 'We are going to change anemia treatment. We are going to change fistula control. The future is going to be AI (artificial intelligence),' declared Adrian C.M. Covic, MD, PhD, at the opening of a session dedicated to AI and home dialysis at 62nd European Renal Association (ERA) Congress 2025. Covic, vice-rector for scientific research at Grigore T. Popa University of Medicine and Pharmacy, Iași, Romania, emphasized that dialysis has seen limited improvement in mortality over the past 30-40 years. 'We haven't changed much,' he said, 'but AI may be the game changer.' 'Home dialysis is a highly standardized process that generates a large volume of medical data,' he explained in his presentation. Different machine learning models are already used in a cycle of AI-based clinical decision support — a cycle from problem identification through algorithm development and validation to real-world deployment. These models can process data from up to half a million patients and uncover variables that clinicians might overlook. And AI, he reported, has outperformed traditional models like the Kidney Failure Risk Equation in predicting when dialysis should begin and in forecasting mortality. In a head-to-head study, only 2 of 10 experienced nephrologists outperformed an AI model in predicting survival at 30 and 90 days. And 'only one was better than AI at 1 year,' said Covic. Beyond survival, AI models are also accurately predicting major adverse cardiac event and gastrointestinal bleeding hospitalization risks with hemodialysis. Diagnostic capabilities are also improving, Covic added. He described how natural language processing applied to clinical notes identified symptoms with far greater sensitivity than International Classification of Diseases, 10th Revision, coding. In simulated clinical cases, the large language model-based AI system AMIE, which has been optimized for diagnostic dialogue, outperformed physicians in diagnostic accuracy. 'AMIE was far better than the doctors in picking the right symptoms,' he said. On the treatment side, AI models are helping clinicians anticipate intradialytic hypotension 15-75 minutes in advance, with an area under the receiver operating characteristic curve (AUC) of 0.89, and manage vascular access by classifying aneurysms and predicting stenosis. In one example, a model achieved 86% classification accuracy. Another AI-enabled device, the DeepVAQ system, used photoplethysmography data to detect stenosis with an AUC of 0.86. Covic also presented evidence that AI improved anemia control. A model trained on 170,000 clinical records achieved a mean absolute prediction error in hemoglobin concentration of 0.59 g/dL and led to improved hemoglobin levels during implementation. 'We are close, for the very first time, to a meta-analysis for anemia management in dialysis through AI,' he said. Even device integration is advancing, with AI-enabled tools like phonangiography and robotic tomographic ultrasound improving vascular assessments. You won't need a technician — the device itself will standardize the analysis, he said. Despite his optimism, Covic issued a strong caveat: AI models are increasingly opaque, and 'we are not going to learn the algorithms,' he said. 'This process is close to beliefs in divinity.' Expanding Access Through Policy Shifting the focus to access, Rajnish Mehrotra, MD, MS, argued for policy solutions that leverage home dialysis with peritoneal dialysis (PD) to close the global dialysis gap. 'Nearly 2 million people die with kidney failure every year because they have limited access to kidney replacement therapy care,' said Mehrotra, Belding H. Scribner Endowed Chair in and professor of medicine and head of the Division of Nephrology at the University of Washington School of Medicine, Seattle. PD is ideal for low-resource settings, he said. 'Hemodialysis is personnel-intensive. PD is personnel-efficient.' PD also has a markedly lower carbon footprint, less than a quarter that of in-center hemodialysis. 'It substantially reduces the transportation burden on patients,' he added. Mehrotra cited Thailand's 2008 PD-first mandate, which rapidly expanded access. 'People who previously would have died because they did not get dialysis lived,' he said. Even though the policy was later relaxed, PD rates in Thailand remain high. In the US, financial reform drove a doubling of PD use after 2011. Reimbursement parity and bundled payments neutralized the incentives that had favored hemodialysis. 'This public policy has safely grown the use of PD and has been a spectacular success,' said Mehrotra. Telemedicine in Daily Practice Finally, Sabrina Milan Manani, MD, Department of Nephrology, Dialysis and Transplant, San Bortolo Hospital, Vicenza, Italy, turned to practical innovations that bring AI into patients' homes. 'Home dialysis is a corner[stone] of patient-centered care in nephrology,' she said. Her team uses a hybrid model of home visits and telemonitoring for home dialysis. With cloud-connected cyclers, clinicians review overnight dialysis sessions each morning and make remote prescription changes. 'It's a two-way communication system,' she noted. Manani presented outcomes from her center: Patients with remote monitoring had fewer urgent visits and fewer hospitalizations for disease-specific events. 'We observed that the patients felt more confidence with the care team and with the treatment,' she said. She also described a real-world protocol for integrating telemedicine, with frequent reviews of new patients' data during the first 15 days of treatment, tapering to weekly reviews for stable patients. We only invite the patient to come to the hospital if there is a clinical problem, she added. However, she acknowledged that not all patients benefit equally. Older individuals may struggle with connectivity or tech literacy, and the evidence for complication reduction remains mixed. 'The significant results were about disease-specific hospitalization and technical failure, but the evidence was low or very low,' said Manani. Still, she sees future promise in wearable devices and AI-enhanced alerts. 'Flexibility and innovation are essential for promoting home therapies,' she concluded. 'Remote monitoring could integrate the traditional follow-up, allowing safe, high-quality care.' The Road Ahead Key challenges in the integration of AI into kidney care remain. As Covic put it, 'Prediction is currently the most widely used application of AI and machine learning in dialysis,' but rigorous studies are needed. 'We should now move to this sort of randomized control trials,' he urged. The issues of trust and interpretability loom large with AI. 'It is really difficult, or even impossible, to know how they produce results,' Covic said of AI models. But the results, increasingly, are hard to ignore. 'Optimized machine learning models could enhance risk identification and drive preemptive interventions,' he concluded. No funding or relevant financial relationships were declared.
