Does Artificial Intelligence Recognize Suicidal Tendencies in Social Networks?

The Government of Canada launches a project together with the Artificial Intelligence company Advanced Symbolics to predict the likelihood of regional suicidal ideation. And, they are not the only ones.

The test project wants to find out which regions of Canada are particularly in need of assistance. It starts in January 2018 and is divided into two phases.

The first one defines what suicide-related behavior in social networks actually looks like. In the second phase, the posts of a representative selection of 160,000 users are checked. It is only about public postings, the privacy of users should not be touched.

Advanced Symbolics also emphasizes not focusing on individual cases, but instead identifying trends. In Canada, suicide is the second preeminent cause of death among the 10 to 19-year-old group. Based on the monitoring data, the company is aiming

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The Government of Canada launches a project together with the Artificial Intelligence company Advanced Symbolics to predict the likelihood of regional suicidal ideation. And, they are not the only ones.

The test project wants to find out which regions of Canada are particularly in need of assistance. It starts in January 2018 and is divided into two phases.

The first one defines what suicide-related behavior in social networks actually looks like. In the second phase, the posts of a representative selection of 160,000 users are checked. It is only about public postings, the privacy of users should not be touched.

Advanced Symbolics also emphasizes not focusing on individual cases, but instead identifying trends. In Canada, suicide is the second preeminent cause of death among the 10 to 19-year-old group. Based on the monitoring data, the company is aiming to make predictions about regional increases in suicidal tendencies.

With this knowledge, the government wants to ensure that areas with high risk can be better assisted. The Artificial Intelligence draws its knowledge not only from the postings examined but also from past incidents, as its director Brenton White tells CBC.

On Cape Breton Island about three teenagers were killed in the past year, in Saskatchewan authorities reported six Suicides within a month. Among other things, the AI uses such information to identify areas of danger at an early stage.

Other companies are working to help people at risk of suicide. In November, Facebook began the rollout of a suicide prevention tool. This allows people at risk to either directly report, or other users can also post from people who point to a risk of suicide.

On Instagram, which is a part of Facebook, users have been able to report videos since last year that might indicate suicide risk.

5 Options For Developers Who Want to Work With Blockchain

The blockchain is a shark area that begins to be serious about recruitment. If you are a developer who is craving something new, then there are plenty of options.

The term blockchain appears more often. It is still quite unclear how technology will be used on the broad front, but many are convinced that it will be a key to successful digitization in many contexts.

What is the blockchain actually? In short, it can be said that it is about secure (encrypted) distributed transactions or distributed accounting. And it should be possible to use it. Perhaps the most obvious example is managing payments.

As often as new IT solutions win land, developers need to create operational solutions. But where are they going to work?

Computerworld UK provides examples of five types of employers:

1. Startup companies and consortia

Many want to

The blockchain is a shark area that begins to be serious about recruitment. If you are a developer who is craving something new, then there are plenty of options.

The term blockchain appears more often. It is still quite unclear how technology will be used on the broad front, but many are convinced that it will be a key to successful digitization in many contexts.

What is the blockchain actually? In short, it can be said that it is about secure (encrypted) distributed transactions or distributed accounting. And it should be possible to use it. Perhaps the most obvious example is managing payments.

As often as new IT solutions win land, developers need to create operational solutions. But where are they going to work?

Computerworld UK provides examples of five types of employers:

1. Startup companies and consortia

Many want to try their luck in this new hot area, and they need developers. An example of such a company is Ripplenet. Since it is about an inefficient technology, some companies also come together to develop standards, often in the form of consortia like R3 that work with standards in the financial sector. Even they need developers.

2. Major technology companies

IBM and Microsoft are hanging out, like Oracle, SAP, and HPE. In particular, they try to build blockchain features into their existing cloud services.

3. Banker

Banks and other companies in the financial sector are naturally joining the blockchain. Secondly, not to be swayed by completely new financial solutions, partly to be creative themselves.

4. Authorities

There are many possible applications for public organizations. One discussed in the UK is to handle student loans.

5. Consulting company

All major, broad consulting companies are building blockchain teams, not least to be able to advise their customers. This often happens through acquisitions. Examples of the global are Deloitte, PWC, and Capgemini.

Smart T-shirts Should Save Our Passwords

Again forgot the password for the office computer or the key card for the door? This is no longer a problem. At least for those who wear a certain T-shirt. Because, according to researchers at the University of Washington, our clothes will become password memory in the future.

Pretty much all garments should be really smart in the coming years. At least when it comes to fashion tech developers and designers. However, a whole phone does not have to be invisibly sewn into the jacket, or a pair of jogging pants with sensors must continuously record our movement pattern and running speed.

A research group at the University of Washington intends to have intelligent garments filled with comparatively casual but already day-to-day functions, thus making our digital life a bit more

Again forgot the password for the office computer or the key card for the door? This is no longer a problem. At least for those who wear a certain T-shirt. Because, according to researchers at the University of Washington, our clothes will become password memory in the future.

Pretty much all garments should be really smart in the coming years. At least when it comes to fashion tech developers and designers. However, a whole phone does not have to be invisibly sewn into the jacket, or a pair of jogging pants with sensors must continuously record our movement pattern and running speed.

A research group at the University of Washington intends to have intelligent garments filled with comparatively casual but already day-to-day functions, thus making our digital life a bit more comfortable. They want to have found a way to turn clothes into a portable password store.

The engineers and IT researchers around Shyam Gollakota from Networks and Mobile Systems Lab have developed Smart Fabrics intelligent substances. This is electrically conductive yarn, as it is already used for touch-sensitive gloves.

By treatment with permanent magnets, the material develops ferromagnetic properties. So it can work like magnetic tapes or floppy disks and record digital data. Although only comparatively small amounts of data could be loaded onto the fabric – enough to accommodate passwords or access data.

A permanent power supply by batteries would not be necessary for conservation. In a series of tests, the developers were already able to load chains of binary codes as positive and negative charges into individual pieces of fabric. These can be read out with commercially available magnetometers.

In a test, the IT researchers have entered a digital key in the sleeve of a shirt and thus opened an electric door lock with a suitable reader. Likewise, they have made a tie, a belt and a bracelet from the smart fabric.

The data strings were successfully read with the integrated magnetometer of a Nexus 5X. In a glove, the scientists have sewn parts of the substance in the fingertips again. It would have succeeded by the relatively strong magnetization as a non-contact motion control for a smartphone.

If it comes to Shyam Gollakota, the possibilities of use would be manifold. Because magnetized material could store data stored in just about any garment – and that’s very cheap compared to RFID chips and other technologies.

Wash, an iron or a tour in the dryer would not harm the data. However, magnetic charge loses 28 to 36 percent in strength over a week. This also reduces the readability and consistency of the data strings. “However, the fabric parts have never completely demagnetized,” the researchers write in their study. “Even after a few months, a magnetic field was still detectable.”

Likewise, the original strength would be restored by re-treatment with permanent magnets. Thus, T-shirts or work suits in the future could indeed function as a key card. That a T-shirt but can soon represent a real alternative to 1Password or similar tools? That’s rather doubtful. It would not be a safe place to keep our passwords if it is enough to wipe a lock, open a door or unlock a computer.

Are We Successful in Our Relationships?

Lovely emoticons flood our Facebook page. With every new update, WhatsApp and other such social media pages add another set of mind-blowing emoticons. We will search and search for the right emoticon to express our exact state of mind and heart when we chat with others in our group.

Nice. Really nice!

We will be oh- so – professionally courteous to our colleagues, superiors, and juniors in our workplace. We will bow down and say thank you. We will warmly hold on to their hands to express our appreciation. We will smile and give people a thumbs up to show them that we respect their work. We will hug people professionally to give a personal touch to our professionalism.

Nice. Really nice!

But do we ever appreciate or even express our emotions to our family members? Why do we reserve such basic common courtesies for people who fall in our second and third

Lovely emoticons flood our Facebook page. With every new update, WhatsApp and other such social media pages add another set of mind-blowing emoticons. We will search and search for the right emoticon to express our exact state of mind and heart when we chat with others in our group.

Nice. Really nice!

We will be oh- so – professionally courteous to our colleagues, superiors, and juniors in our workplace. We will bow down and say thank you. We will warmly hold on to their hands to express our appreciation. We will smile and give people a thumbs up to show them that we respect their work. We will hug people professionally to give a personal touch to our professionalism.

Nice. Really nice!

But do we ever appreciate or even express our emotions to our family members? Why do we reserve such basic common courtesies for people who fall in our second and third circles? Why do we hesitate to show our appreciation and our gratitude to our immediate family?

A father spends two and a half decades of his life to give his children a decent education. A mother spends an entire lifetime taking care of the physical and emotional needs of the entire family. Sisters go out of their way to do things for their dear brothers. Brothers go out of their way to do things for their sisters.

And last but not the least; children go out of their way to do things for their aging parents.

Yet, there is never any appreciation for their time, money, efforts and love.

Yes, this post may well end up in the category called – Philosophy for youth.

That surely does not mean that only the youth needs a big dose of philosophy.

Because of all of us, at all ages, need to think about such things.

I would like to deviate a little from the main topic to make a crucial point here:

I watched a video clipping of about 4 minutes over Whatsapp. A lovely young lass comes jogging over from the seashore one fine evening and sits beside a middle-aged young woman. They start chatting, and the woman briefly shares her current predicament in life with this youngster. Her married son and daughter in law apparently left her when she reprimanded him over some domestic issue. She stated with a quiet dignity about how we all enter this world crying and wailing our lungs out and how we need to master the art of learning to smile despite the setbacks we face in life.

Why are youngsters always blamed for such situations? Why do we so conveniently shift the blame to people who are not around? Why do we judge and condemn people without knowing the real issue?

Relationships matter. Relationships matter the most in all our lives. Yet, when it comes to compromising or adapting or changing outdated ideas, we all struggle.

Appreciation is not always about being courteous. ‘Please’ and ‘Thank you’ may grease and ease out strained relationships. But they will never solve the real issues within the relationship.

Appreciation is also not about acknowledging the effort that goes into making a great dish at home or completing a difficult project with a complete focus on the time frame and quality.

Appreciation is about observing how our mother goes about doing the most mundane tasks at home quietly, willingly and cheerfully.

Appreciation is about how a deadline or quality is maintained despite a crisis on the home front.

Appreciation is about how that security guard at the office gate always greets us with a smile despite our eternally preoccupied state of mind.

Appreciation is about how our children put up with all our outdated beliefs and notions even when they personally do not believe in them. They do this because they love us!

Appreciation is about how our parents tolerate our ridiculous flighty dreams quietly and are always there to support us and pick us up when we come crashing down from our dream world!

Look up. Look within. Look around. Look down. Look through people. Look….See…..Observe…………Feel……

Let’s respect people for what they represent. Let’s love people the way they are. Let’s connect with people to broaden our perspectives of life. Let’s communicate openly with people to share our thoughts and feelings.

Let us learn to express ourselves through our hearts and souls instead of using those lovely emoticons and one-sided video clippings that show people how we should feel about things and situations.

Father’s Day, Mother’s Day, Valentine’s Day, Raksha Bandhan…..we may well have dedicated a day in a year to celebrate all our relationships. But unless we connect at a personal, emotional level we cannot really call any relationship a successful one.

A relationship, any relationship thrives on love.

A relationship, any relationship connects two people.

And unless there is mutual understanding, two-way communication and a shift in perspectives from both ends………we cannot really call any relationship a successful one.

Cloud Security: This Knowledge And Skills Are in Demand

The growth rate in the cloud computing market has reached a considerable speed in recent years. According to a study by IDC, global public cloud service spending is expected to increase 19.4 percent annually by 2019, six times more than spending on the IT sector as a whole.

More and more companies are switching to the cloud. This also increases the demand for IT professionals with the skills to make the most of technology.

The rapid increase in the cloud computing market has long caused a shortage of skilled workers. Especially cloud security experts are being sought after more than ever: Information security is still the biggest concern of companies implementing cloud technologies, according to a study by BT.

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The growth rate in the cloud computing market has reached a considerable speed in recent years. According to a study by IDC, global public cloud service spending is expected to increase 19.4 percent annually by 2019, six times more than spending on the IT sector as a whole.

More and more companies are switching to the cloud. This also increases the demand for IT professionals with the skills to make the most of technology.

The rapid increase in the cloud computing market has long caused a shortage of skilled workers. Especially cloud security experts are being sought after more than ever: Information security is still the biggest concern of companies implementing cloud technologies, according to a study by BT.

Cloud security experts require specific, well-developed skills. We’ve put together the five most important and most requested Cloud Security Skills for you.

Compliance

As soon as a company decides to use a cloud storage or backup service, compliance becomes an important issue. The transfer of data from internal to external storage makes it necessary to ensure high data security and to ensure compliance with laws and industry regulations. In particular, with regard to the EU data protection regulation, companies need to take action soon to comply with the new regulation.

An understanding of the types of data that can be moved to the cloud or not, the careful study of potential vendors, and the use of correct terminology in service-level agreements (SLAs) – all these are imperative areas of enterprise cloud compliance. Neglecting cloud compliance can cost an organization millions. In addition to imposed financial penalties, considerable damage to the reputation threatens.

Ethical hacking

More and more popular is the so-called ethical hacking. Businesses are increasingly looking for ethical hackers and penetration testers to assess the security of private, public, and hybrid cloud environments.

Ethical hackers combine various tools, hacking and penetration techniques to uncover weaknesses in enterprise systems. Thus, security holes can be closed even before attackers detect them – damage from cyber attacks are thus prevented from the outset. The best-known qualification in this field is the Certified Ethical Hacker Certification, which includes modules on cloud computing.

Migration and platform knowledge

Platform-specific capabilities are particularly important for migration and subsequent security. Cloud experts help companies choose the right platform and understand the vendor-specific security implementation. This requires, for example, knowledge of which provider guarantees the physical security of the infrastructure and which built-in security features the platform provides.

Migration and data transfer abilities are the prerequisites for ensuring sufficient data security when moving to the cloud. In-depth knowledge of the respective cloud platform should definitely be available. For leading vendors, such as Amazon Web Services and Microsoft Azure, there are official cloud certifications for professionals to gain platform-specific knowledge.

Communication

Surprisingly, communication is one of the most important cloud security skills, completely independent of the technologies used. Cloud Security includes some complex technical concepts and terms that require explanation. The ability to communicate these intelligibly to management and non-technical personnel is critical to the correct implementation of cloud security in the enterprise.

In the ISC Global Information Security Workforce Study, 90 percent of the 14,000 respondents rank “communication” as # 1 of the most important skills for a successful information security expert.

Encoding

The hacker attack on the British provider TalkTalk last year cost the company 60 million pounds. The cause – Hackers intercepted unencrypted data packets and thus obtained personal customer information and bank data.

Secure encryption is and remains one of the most effective ways to protect sensitive data. With the enormous amount of data being transferred between the enterprise and the cloud, the development of complex encryption algorithms and the use of existing cloud encryption services are among the most valuable skills of a cloud security expert.

Artificial Intelligence to The Rescue of the Police to Stop the Crime

The US state police in Delaware is preparing to deploy “smart” cameras in its vehicles to help its officers detect a vehicle carrying a fugitive, a missing child or a disoriented senior.

David Hinojosa of Coban Technologies, the company providing the equipment, explained that the video streams will be analyzed using artificial intelligence to identify vehicles by license plate or other features to “give eyes additional “to patrol agents. “We are helping agents stay focused on their work,” said Hinojosa, who calls the new technology a “steroid-embedded camera.”

Nowadays, more and more companies are offering computer-aided vision technologies. We can mention the Israeli start-up Briefcam, which uses

The US state police in Delaware is preparing to deploy “smart” cameras in its vehicles to help its officers detect a vehicle carrying a fugitive, a missing child or a disoriented senior.

David Hinojosa of Coban Technologies, the company providing the equipment, explained that the video streams will be analyzed using artificial intelligence to identify vehicles by license plate or other features to “give eyes additional “to patrol agents. “We are helping agents stay focused on their work,” said Hinojosa, who calls the new technology a “steroid-embedded camera.”

Nowadays, more and more companies are offering computer-aided vision technologies. We can mention the Israeli start-up Briefcam, which uses artificial intelligence to interpret video surveillance sequences.

“A video is not structured, you can not search it,” says Amit Gavish, executive director of Briefcam in the United States. Without artificial intelligence, he says, “you’d have to watch hundreds of hours of footage using only fast forward and fastback. ”

And to specify that “We detect, follow, extract and classify each object in the video to make a database.” This may allow investigators to quickly find suspects in CCTV footage, a system already used by police in hundreds of cities around the world, including Paris, Boston, and Chicago.

“It’s not just a time saver. In many cases, that would not be possible because people who watch video images become ineffective after 10 to 20 minutes, “he says.

The Russian start-up Vision Labs uses Nvidia’s facial recognition technology to identify shoplifters or troublemakers in casinos. “We can deploy (this technology) anywhere,” enthuses Vadim Kilimnichenko, Project Manager at Vision Labs. His clients also include banks for whom facial recognition can help determine if someone is using a false identity.

The US start-up Deep Science uses the same technology to help traders detect real-time armed robbery by identifying weapons or masked attackers, triggering automatic alarms.

If artificial intelligence can prove so useful, digital rights advocates have not failed to argue their opposition. This is the case, for example, of Marc Rotenberg, president of the Electronic Privacy Information Center, who believes that the rapid growth of these technologies raises privacy risks and calls for regulatory control over how data is stored.

Some of these techniques may be helpful, but there are huge privacy issues when systems are designed to capture identity and make a decision based on personal data. This is where the problems of profiling, bias, and accuracy come into play.

What is “Blind Recruitment” And Why Companies Should Do So

Weighing on choosing the right candidate for a job should be just his skills and soft skills. Being excluded or favorites based on items such as gender, nationality, age, education is not right.

According to a recent analysis of the Hays Journal, the publication of the Hays group dealing with new trends in the selection, many companies around the world have chosen “blind recruitment.”

They have decided to voluntarily remove from the CV of the applicants’ information that reveals its identity, such as the name, date of birth and the schools attended.

Objective: Avoid prejudices

The purpose of blind recruitment is to choose the most suitable person for the role without the selector being influenced by more or less conscious prejudices. Valuable miscalculation errors are called psychological “cognitive distortions” and have a great influence w

Weighing on choosing the right candidate for a job should be just his skills and soft skills. Being excluded or favorites based on items such as gender, nationality, age, education is not right.

According to a recent analysis of the Hays Journal, the publication of the Hays group dealing with new trends in the selection, many companies around the world have chosen “blind recruitment.”

They have decided to voluntarily remove from the CV of the applicants’ information that reveals its identity, such as the name, date of birth and the schools attended.

Objective: Avoid prejudices

The purpose of blind recruitment is to choose the most suitable person for the role without the selector being influenced by more or less conscious prejudices. Valuable miscalculation errors are called psychological “cognitive distortions” and have a great influence when choosing a candidate.

The halo effect, for example, is what brings a recruiter to make a positive or negative judgment on the basis of a feature (such as the external appearance, the ease, the way they dress) and this impression is extended to the whole person. A classic case is where a “beautiful” person is also considered “good.” Human Resources Experts are aware of the need to eliminate these discriminations. Hence the need for blind recruitment.

Our attitude changes depending on whether we relate to someone who belongs to or belongs to our own group, to our circle. For example, our thinking is conditioned if we read the curriculum of someone with a family name that we have studied in our university or that was born in our own year. And this can affect career opportunities for a professional.

In 2014, three American entrepreneurs launched GapJumpers, a platform available to the recruiter that allows candidates to submit some anonymous tests to test their technical skills as the first stage of the selection.

The three founders have repeated in numerous interviews that the system works a bit like the one in the “The Voice” program, where judges decide which competitor goes to the next shift according to her singing skills, without looking at the look of those who it shows because it is turned on the other side.

Companies that adopt it

Among those who have long chosen blind recruitment, there are great companies such as Deloitte and HSBC.

In 2015, in the United Kingdom, a topic debate, articles, and expert opinions began, when former Prime Minister David Cameron announced that the government and some of the country’s major companies had decided to launch a strategy to remove the name from applications for the lowest level positions. EC, Virgin Money, the BBC and the UK Health Service are some of the companies that have chosen to delete the name from CVs received.

Some of these companies, such as Deloitte, have decided to talk to potential future employees without even knowing the home address, school or university attended. These elements could give news of a person’s economic status and disadvantage those who live or study in areas of the most disadvantaged city or who have not graduated from the most renowned universities.

The interview in the dark would also be beneficial to the company, according to Hays’ analysis. This is because it diversifies human resources and has a more diverse work environment. The diversity of backgrounds and personality in an office is considered by many studies as positive for team productivity. McKinsey has dedicated this topic to its Diversity Matters report.

A case that shows the benefits of the selection in the dark is that of the Toronto Symphony Orchestra. Until 1980 it was composed almost exclusively of men. Faced with a fall in the prestige of the group, decision-makers decided to increase diversification and used a new method for recruiting musicians.

The auditions took place behind a screen so that the candidate could not be seen, but just hear it play. The orchestra that came out was composed for half by men and the other by women and showed better performances than before.