A social film is a type of interactive film that is presented through the lens of social media. A social film is distributed digitally and integrates with a social networking service, such as Facebook or YouTube. It combines features of web video, social network games and social media. == Key elements == Social films are a more recent phenomenon, and, in turn, there are few precedents for their format. Although there are not many examples of this genre of film, the medium has certain identifiable elements: Casual entertainment Social media User-generated content Game mechanics Using just one of these factors or a combination of them, a social film engages viewers to interact directly with the work. This can be done through usual social media functionality like comments and ranking or adding directly to the narrative itself. Just as with memes, social film distribution relies on the viral spread enabled by social media. This is based on the viral expansion loops model, in which a viewer benefits from sharing the application with friends, exponentially creating new viewers compelled to share the application. == History == One of the first social films to be created was from the YouTube channel lonelygirl15. This social film started in 2006 and was created by Miles Beckett , Mesh Flinders, and Greg Goodfried. They used YouTube posts to create an interactive video series about a fictional character who showcased her life in a vlog format. As the videos went on, more bizarre things would keep happening to the main character, Bree, before she just stopped uploading. This channel was not only the first viral social film, but went on to be one of the first viral YouTube channels to be created. It did take a few years to see any more films in this genre, but 2011 saw many people start to try their hand at making these films. The first social film in this year was a film called Him, Her and Them which was produced and released by Murmur in April 2011. It was distributed exclusively through Facebook and promoted as the first “Facebook film.” The film is composed of short video clips and interactive slideshows, integrating Facebook's Social Graph API. Users participate via text-based additions to the story, which are viewable only by friends within their social network. In May 2011, Canon and Ron Howard teamed up to create Project Imagin8ion, which was a photo contest where photographers submitted photos and the top 8 photos would be the inspiration for a short film. This short film was called "When You Find Me" and could be found exclusively on YouTube. In July 2011, Intel and Toshiba partnered together to create Hollywood's first Social Film experience, a thriller called Inside, directed by D.J. Caruso and starring Emmy Rossum. The project is broken up into several segments across multiple social media platforms including Facebook, YouTube, and Twitter. In this instance, the audience is challenged to help Emmy Rossum's character, Christina, safely make it out of the room she's been trapped in. This particular form of social film is a major undertaking in that it combines social media activity with A-list acting talent to create a user experience that all happens in real time. Although not quite the same idea, Hollywood also started experimenting with the idea of interactive and crowd-sourced films. One of the first examples of this was a short film called "Life In A Day" directed by Kevin Macdonald and produced by Ridley Scott. Kevin asked people from all over the world to submit videos onto YouTube of what they were doing on July 24th, 2010. They combined all of the best videos that were submitted together to create one film of people doing different things all around the world, no matter how boring or simple those things seemed. They took this short to film festivals before releasing it to the public on YouTube in 2011. In August 2012, Intel and Toshiba partnered again to create The Beauty Inside, directed by Drake Doremus, starring Mary Elizabeth Winstead and Topher Grace. It's Hollywood's first social film that gives everyone in the audience a chance to play Alex, the lead role. The experience will be broken up into six filmed episodes interspersed with real-time interactive storytelling that all takes place on Alex's Facebook timeline. In August 2013, Intel and Toshiba released their third entry into the category, The Power Inside, directed by Will Speck and Josh Gordon and starring Harvey Keitel, Analeigh Tipton, and Craig Roberts. It's Hollywood's first social film that asks the audience to audition to help save or destroy the world. The experience is broken up into six filmed episodes interspersed with user-generated content and interactive storytelling on the main character's Facebook timeline. In 2015, Intel partnered with Dell for their fourth entry, What Lives Inside directed by Robert Stromberg and starring Colin Hanks, Catherine O'Hara, and J. K. Simmons. The first of four episodes was released on Hulu on March 25, 2015.
Yahoo Mail
Yahoo! Mail (also written as Yahoo Mail) is a mailbox provider by Yahoo. It is one of the largest email services worldwide, with 225 million users. It is accessible via a web browser (webmail), mobile app, or through third-party email clients via the POP, SMTP, and IMAP protocols. Users can also connect non-Yahoo e-mail accounts to their Yahoo Mail inbox. The service was launched on October 8, 1997. The service is free for personal use, with an optional monthly fee for additional features. It is also available in several languages other than English. == History == === 1997–2002 === On October 8, 1997, Yahoo announced its acquisition of online communications company Four11 for $92 million in stock. As part of the purchase, Yahoo received Four11's RocketMail webmail service. Yahoo Mail, based on the RocketMail technology, launched at the same time. Yahoo! chose acquisition rather than internal platform development, because, as Healy said, "Hotmail was growing at thousands and thousands users per week. We did an analysis. For us to build, it would have taken four to six months, and by then, so many users would have taken an email account. The speed of the market was critical." On March 21, 2002, Yahoo! eliminated free software client access and introduced the $29.99 per year Mail Forwarding Service. Mary Osako, a Yahoo! Spokeswoman, told CNET, "For-pay services on Yahoo!, originally launched in February 1999, have experienced great acceptance from our base of active registered users, and we expect this adoption to continue to grow." === 2002–2010 === During 2002, the Yahoo network was gradually redesigned, including the company website, Yahoo Mail and other services. Along with the new design, new features were implemented, including drop-down menus in DHTML and keyboard shortcuts. On July 9, 2004, Yahoo! acquired Oddpost, a webmail service which simulated a desktop email client. Oddpost had features such as drag-and-drop support, right-click menus, RSS feeds, a preview pane, and increased speed using email caching to shorten response time. Many of the features were incorporated into an updated Yahoo! Mail service. ==== Competition ==== On April 1, 2004, Google announced its Gmail service with 1 GB of storage, although Gmail's invitation-only accounts kept the other webmail services at the forefront. Most major webmail providers, including Yahoo! Mail, increased their mailbox storage in response. Yahoo! first announced 100 MB of storage for basic accounts and 2 GB of storage for premium users. However, soon Yahoo Mail increased its free storage quota to 1 GB, before eventually allowing unlimited storage from March 27, 2007, until October 8, 2013. === 2011–2021 === In May 2011, Yahoo Mail rolled out a new interface. It included updated design, enhanced performance, and improved Facebook integration. In 2013, Yahoo! redesigned the site and removed several features, such as simultaneously opening multiple emails in tabs, sorting by sender name, and dragging mails to folders. The new email interface was geared to give an improved user-experience for mobile devices, but was criticized for having an inferior desktop interface. Many users objected to the unannounced nature of the changes through an online post asking Yahoo! to bring back mail tabs with one hundred thousand voting and nearly ten thousand commenting. The redesign produced a problem that caused an unknown number of users to lose access to their accounts for several weeks. In December 2013, Yahoo! Mail suffered a major outage where approximately one million users, one percent of the site's total users, could not access their emails for several days. Yahoo!'s then-CEO Marissa Mayer publicly apologized to the site's users. China Yahoo Mail announced in April 2013 that it would shut down that August as part of Yahoo ceasing services in China since acquiring a stake in Alibaba in 2005. Users with email address suffixes @yahoo.com.cn and @yahoo.cn could transfer their accounts to AliCloud to continue receiving messages through the end of 2014. In January 2014, an undisclosed number of usernames and passwords were released to hackers, following a security breach that Yahoo! believed had occurred through a third-party website. Yahoo! contacted affected users and requested that passwords be changed. In October 2015, Yahoo! updated the mail service with a "more subtle" redesign, as well as improved mobile features. The same release introduced the Yahoo! Account Key, a smartphone-based replacement for password logins. The app also added support for third-party mail accounts. In 2017, Yahoo! again redesigned the web interface with a "more minimal" look, and introduced the option to customize it with different color themes and layouts. In 2019, Yahoo released a redesigned Yahoo Mail app to organize user inboxes, introducing features including a one-tap unsubscribe tool, package tracking, and travel updates. In 2020, Yahoo Mail users were able to fill Walmart shopping carts directly from their inboxes, an industry first. Yahoo! also added a feature to view NFL matches. === 2022–present === In 2022, updates to the Yahoo Mail mobile app added tools to help manage receipts, gift cards, and subscriptions. AI-based additions in 2023 included a feature that automates tracking coupon codes and credits for online shopping, as well as updates to search suggestions, message summaries and AI writing assistance. In 2024, updates to the desktop interface added more AI-based features, including a "priority inbox" tab with automatically generated summaries of important messages and automated suggestions of next actions based on message contents. In February 2025, Yahoo aired its first Super Bowl ad since 2002, in which Bill Murray invited viewers to contact him at his Yahoo Mail email address ([email protected]). The address received nearly 150,000 emails in the first two hours after broadcast. In June 2025, Yahoo Mail introduced a "Catch Up" feature that provides AI-generated summaries and email previews and prompts users to choose to delete or retain each one. As part of the feature's launch, Yahoo Mail collaborated with streetwear brand Anti Social Social Club on an apparel release. == User interface == As many as three web interfaces were available at any given time. The traditional "Yahoo! Mail Classic" preserved the availability of their original 1997 interface until July 2013 in North America. A 2005 version included a new Ajax interface, drag-and-drop, improved search, keyboard shortcuts, address auto-completion, and tabs. However, other features were removed, such as column widths and one click delete-move-to-next. In October 2010, Yahoo! released a beta version of Yahoo! Mail, which included improvements to performance, search, and Facebook integration. In May 2011, this became the default interface. Their current Webmail interface was introduced in 2017. == Spam policy == Yahoo! Mail is often used by spammers to provide a "remove me" email address. Often, these addresses are used to verify the recipient's address, thus opening the door for more spam. Yahoo! does not tolerate this practice and terminates accounts connected with spam-related activities without warning, causing spammers to lose access to any other Yahoo! services connected with their ID under the Terms of Service. Additionally, Yahoo! stresses that its servers are based in California and any spam-related activity which uses its servers could potentially violate that state's anti-spam laws. In February 2006, Yahoo! announced its decision (along with AOL) to give some organizations the option to "certify" mail by paying up to one cent for each outgoing message, allowing the mail in question to bypass inbound spam filters. Few mailers used it and, Goodmail, the company running the certification process, shut down in 2011. === Filters === In order to prevent abuse, in 2002 Yahoo! Mail activated filters which changed certain words (that could trigger unwanted JavaScript events) and word fragments into other words. "mocha" was changed to "espresso", "expression" became "statement", and "eval" (short for "evaluation") became "review". This resulted in many unintended corrections, such as "prevent" (prevalent), "revalidation" (evaluation) and "media review" (medieval). When asked about these changes, Yahoo! explained that the changed words were common terms used in their privacy dashboard and were blacklisted to prevent hackers from sending damaging commands via the program's HTML function. Starting before February 7, 2006, Yahoo! Mail ended the practice, and began to add an underscore as a prefix to certain suspicious words and word fragments. === Greylisting === Incoming mail to Yahoo! addresses can be subjected to deferred delivery as part of Yahoo's incoming spam controls. This can delay delivery of mail sent to Yahoo! addresses without the sender or recipients being aware of it. The deferral is typically of short duration, but
Artificial intelligence in hiring
Artificial intelligence can be used to automate aspects of the job recruitment process. Advances in artificial intelligence, such as the advent of machine learning and the growth of big data, enable AI to be utilized to recruit, screen, and predict the success of applicants. Proponents of artificial intelligence in hiring claim it reduces bias, assists with finding qualified candidates, and frees up human resource workers' time for other tasks, while opponents worry that AI perpetuates inequalities in the workplace and will eliminate jobs. Despite the potential benefits, the ethical implications of AI in hiring remain a subject of debate, with concerns about algorithmic transparency, accountability, and the need for ongoing oversight to ensure fair and unbiased decision-making throughout the recruitment process. == Background == It is common for companies to use AI to automate aspects of their hiring process, especially the hospitality, finance, and tech industries. == Uses == === Screeners === Screeners are tests that allow companies to sift through a large applicant pool and extract applicants that have desirable features. What factors are used to screen applicants is a concern to ethicists and civil rights activists. A screener that favors people who have similar characteristics to those already employed at a company may perpetuate inequalities. For example, if a company that is predominantly white and male uses its employees' data to train its screener it may accidentally create a screening process that favors white, male applicants. The automation of screeners also has the potential to reduce biases. Biases against applicants with African American sounding names have been shown in multiple studies. An AI screener has the potential to limit human bias and error in the hiring process, allowing more minority applicants to be successful. === Recruitment === Recruitment involves the identification of potential applicants and the marketing of positions. AI is commonly utilized in the recruitment process because it can help boost the number of qualified applicants for positions. Companies are able to use AI to target their marketing to applicants who are likely to be good fits for a position. This often involves the use of social media sites advertising tools, which rely on AI. Facebook allows advertisers to target ads based on demographics, location, interests, behavior, and connections. Facebook also allows companies to target a "look-a-like" audience, that is the company supplies Facebook with a data set, typically the company's current employees, and Facebook will target the ad to profiles that are similar to the profiles in the data set. Additionally, job sites like Indeed, Glassdoor, and ZipRecruiter target job listings to applicants that have certain characteristics employers are looking for. Targeted advertising has many advantages for companies trying to recruit such being a more efficient use of resources, reaching a desired audience, and boosting qualified applicants. This has helped make it a mainstay in modern hiring. Who receives a targeted ad can be controversial. In hiring, the implications of targeted ads have to do with who is able to find out about and then apply to a position. Most targeted ad algorithms are proprietary information. Some platforms, like Facebook and Google, allow users to see why they were shown a specific ad, but users who do not receive the ad likely never know of its existence and also have no way of knowing why they were not shown the ad. === Interviews === Chatbots were one of the first applications of AI and are commonly used in the hiring process. Interviewees interact with chatbots to answer interview questions, and an analysis of their responses can be generated by AI. HireVue has created technology that analyzes interviewees' responses and gestures during recorded video interviews. Over 12 million interviewees have been screened by the more than 700 companies that utilize the service. == Controversies == Artificial intelligence in hiring confers many benefits, but it also has some challenges that have concerned experts. AI is only as good as the data it is using. Biases can inadvertently be baked into the data used in AI. Often companies will use data from their employees to decide what people to recruit or hire. This can perpetuate bias and lead to more homogenous workforces. Facebook Ads was an example of a platform that created such controversy for allowing business owners to specify what type of employee they are looking for. For example, job advertisements for nursing and teach could be set such that only women of a specific age group would see the advertisements. Facebook Ads has since then removed this function from its platform, citing the potential problems with the function in perpetuating biases and stereotypes against minorities. The growing use of Artificial Intelligence-enabled hiring systems has become an important component of modern talent hiring, particularly through social networks such as LinkedIn and Facebook. However, data overflow embedded in the hiring systems, based on Natural Language Processing (NLP) methods, may result in unconscious gender bias. Utilizing data driven methods may mitigate some bias generated from these systems It can also be hard to quantify what makes a good employee. This poses a challenge for training AI to predict which employees will be best. Commonly used metrics like performance reviews can be subjective and have been shown to favor white employees over black employees and men over women. Another challenge is the limited amount of available data. Employers only collect certain details about candidates during the initial stages of the hiring process. This requires AI to make determinations about candidates with very limited information to go off of. Additionally, many employers do not hire employees frequently and so have limited firm specific data to go off. To combat this, many firms will use algorithms and data from other firms in their industry. AI's reliance on applicant and current employees personal data raises privacy issues. These issues effect both the applicants and current employees, but also may have implications for third parties who are linked through social media to applicants or current employees. For example, a sweep of someone's social media will also show their friends and people they have tagged in photos or posts. == AI and the future of hiring == Artificial intelligence along with other technological advances such as improvements in robotics have placed 47% of jobs at risk of being eliminated in the near future. In 2016 the founder of the World Economic Forum, Klaus Schwab, called AI and related technology the "Fourth Industrial Revolution". According to some scholars, however, the transformative impact of AI on labor has been overstated. The "no-real-change" theory holds that an IT revolution has already occurred, but that the benefits of implementing new technologies does not outweigh the costs associated with adopting them. This theory claims that the result of the IT revolution is thus much less impactful than had originally been forecasted. Other scholars refute this theory claiming that AI has already led to significant job loss for unskilled labor and that it will eliminate middle skill and high skill jobs in the future. This position is based around the idea that AI is not yet a technology of general use and that any potential 4th industrial revolution has not fully occurred. A third theory holds that the effect of AI and other technological advances is too complicated to yet be understood. This theory is centered around the idea that while AI will likely eliminate jobs in the short term it will also likely increase the demand for other jobs. The question then becomes will the new jobs be accessible to people and will they emerge near when jobs are eliminated. == AI use in hiring for candidates == Job seekers now commonly encounter AI-driven tools at multiple stages, including automated resume parsing, video interview analysis, chatbots for frequently asked questions, and real‑time application updates. Some candidates also employ AI career agents, designed to optimize job searches, tailor applications, and interface with hiring teams. A 2025 Australian study found that AI-driven video interviews exhibited transcription error rates of up to 22% for non‑native speakers and those with speech-related disabilities, raising concerns of discrimination. A 2017 study in the Journal of Sociology found persistent gender and racial disparities in AI screening tools, even when fairness interventions are applied. Industry observers describe a growing “AI arms race” in recruitment, where both employers and candidates increasingly rely on automated agents. Employers use recruiting systems to source and filter applicants, while candidates deploy AI agents to prepare and submit applications. == Regulations == The Artifici
Double descent
Double descent in statistics and machine learning is the phenomenon where a model's error rate on the test set initially decreases with the number of parameters, then peaks, then decreases again. This phenomenon has been considered surprising, as it contradicts assumptions about overfitting in classical machine learning. The increase usually occurs near the interpolation threshold, where the number of parameters is the same as the number of training data points (the model is just large enough to fit the training data). Or, more precisely, it is the maximum number of samples on which the model/training procedure achieves approximately on average 0 training error. == History == Early observations of what would later be called double descent in specific models date back to 1989. The term "double descent" was coined by Belkin et. al. in 2019, when the phenomenon gained popularity as a broader concept exhibited by many models. The latter development was prompted by a perceived contradiction between the conventional wisdom that too many parameters in the model result in a significant overfitting error (an extrapolation of the bias–variance tradeoff), and the empirical observations in the 2010s that some modern machine learning techniques tend to perform better with larger models. == Theoretical models == Double descent occurs in linear regression with isotropic Gaussian covariates and isotropic Gaussian noise. A model of double descent at the thermodynamic limit has been analyzed using the replica trick, and the result has been confirmed numerically. A number of works have suggested that double descent can be explained using the concept of effective dimension: While a network may have a large number of parameters, in practice only a subset of those parameters are relevant for generalization performance, as measured by the local Hessian curvature. This explanation is formalized through PAC-Bayes compression-based generalization bounds, which show that less complex models are expected to generalize better under a Solomonoff prior.
Model compression
Model compression is a machine learning technique for reducing the size of trained models. Large models can achieve high accuracy, but often at the cost of significant resource requirements. Compression techniques aim to compress models without significant performance reduction. Smaller models require less storage space, and consume less memory and compute during inference. Compressed models enable deployment on resource-constrained devices such as smartphones, embedded systems, edge computing devices, and consumer electronics computers. Efficient inference is also valuable for large corporations that serve large model inference over an API, allowing them to reduce computational costs and improve response times for users. Model compression is not to be confused with knowledge distillation, in which a smaller "student" model is trained to imitate the input-output behavior of a larger "teacher" model (as opposed to using the "teacher"'s trained parameters or the "teacher"'s training targets). == Techniques == Several techniques are employed for model compression. === Pruning === Pruning sparsifies a large model by setting some parameters to exactly zero. This effectively reduces the number of parameters. This allows the use of sparse matrix operations, which are faster than dense matrix operations. Pruning criteria can be based on magnitudes of parameters, the statistical pattern of neural activations, Hessian values, etc. === Quantization === Quantization reduces the numerical precision of weights and activations. For example, instead of storing weights as 32-bit floating-point numbers, they can be represented using 8-bit integers. Low-precision parameters take up less space, and takes less compute to perform arithmetic with. It is also possible to quantize some parameters more aggressively than others, so for example, a less important parameter can have 8-bit precision while another, more important parameter, can have 16-bit precision. Inference with such models requires mixed-precision arithmetic. Quantized models can also be used during training (rather than after training). PyTorch implements automatic mixed-precision (AMP), which performs autocasting, gradient scaling, and loss scaling. === Low-rank factorization === Weight matrices can be approximated by low-rank matrices. Let W {\displaystyle W} be a weight matrix of shape m × n {\displaystyle m\times n} . A low-rank approximation is W ≈ U V T {\displaystyle W\approx UV^{T}} , where U {\displaystyle U} and V {\displaystyle V} are matrices of shapes m × k , n × k {\displaystyle m\times k,n\times k} . When k {\displaystyle k} is small, this both reduces the number of parameters needed to represent W {\displaystyle W} approximately, and accelerates matrix multiplication by W {\displaystyle W} . Low-rank approximations can be found by singular value decomposition (SVD). The choice of rank for each weight matrix is a hyperparameter, and jointly optimized as a mixed discrete-continuous optimization problem. The rank of weight matrices may also be pruned after training, taking into account the effect of activation functions like ReLU on the implicit rank of the weight matrices. == Training == Model compression may be decoupled from training, that is, a model is first trained without regard for how it might be compressed, then it is compressed. However, it may also be combined with training. The "train big, then compress" method trains a large model for a small number of training steps (less than it would be if it were trained to convergence), then heavily compress the model. It is found that at the same compute budget, this method results in a better model than lightly compressed, small models. In Deep Compression, the compression has three steps. First loop (pruning): prune all weights lower than a threshold, then finetune the network, then prune again, etc. Second loop (quantization): cluster weights, then enforce weight sharing among all weights in each cluster, then finetune the network, then cluster again, etc. Third step: Use Huffman coding to losslessly compress the model. The SqueezeNet paper reported that Deep Compression achieved a compression ratio of 35 on AlexNet, and a ratio of ~10 on SqueezeNets.
Workplace impact of artificial intelligence
The impact of artificial intelligence on workers includes both applications to improve worker safety and health, and potential hazards that must be controlled. One potential application is using AI to eliminate hazards by removing humans from hazardous situations that involve risk of stress, overwork, or musculoskeletal injuries. Predictive analytics may also be used to identify conditions that may lead to hazards such as fatigue, repetitive strain injuries, or toxic substance exposure, leading to earlier interventions. Another is to streamline workplace safety and health workflows through automating repetitive tasks, enhancing safety training programs through virtual reality, or detecting and reporting near misses. When used in the workplace, AI also presents the possibility of new hazards. These may arise from machine learning techniques leading to unpredictable behavior and inscrutability in their decision-making, or from cybersecurity and information privacy issues. Many hazards of AI are psychosocial due to its potential to cause changes in work organization. These include increased monitoring leading to micromanagement, algorithms unintentionally or intentionally mimicking undesirable human biases, and assigning blame for machine errors to the human operator instead. AI may also lead to physical hazards in the form of human–robot collisions, and ergonomic risks of control interfaces and human–machine interactions. Hazard controls include cybersecurity and information privacy measures, communication and transparency with workers about data usage, and limitations on collaborative robots. From a workplace safety and health perspective, only "weak" or "narrow" AI that is tailored to a specific task is relevant, as there are many examples that are currently in use or expected to come into use in the near future. Certain digital technologies are predicted to result in job losses. Starting in the 2020s, the adoption of modern robotics has led to net employment growth. However, many businesses anticipate that automation, or employing robots would result in job losses in the future. This is especially true for companies in Central and Eastern Europe. Other digital technologies, such as platforms or big data, are projected to have a more neutral impact on employment. A large number of tech workers have been laid off starting in 2023; many such job cuts have been attributed to artificial intelligence. == Health and safety applications == In order for any potential AI health and safety application to be adopted, it requires acceptance by both managers and workers. For example, worker acceptance may be diminished by concerns about information privacy, or from a lack of trust and acceptance of the new technology, which may arise from inadequate transparency or training. Alternatively, managers may emphasize increases in economic productivity rather than gains in worker safety and health when implementing AI-based systems. === Eliminating hazardous tasks === AI may increase the scope of work tasks where a worker can be removed from a situation that carries risk. In a sense, while traditional automation can replace the functions of a worker's body with a robot, AI effectively replaces the functions of their brain with a computer. Hazards that can be avoided include stress, overwork, musculoskeletal injuries, and boredom. This can expand the range of affected job sectors into white-collar and service sector jobs such as in medicine, finance, and information technology. === Analytics to reduce risk === Machine learning is used for people analytics to make predictions about worker behavior to assist management decision-making, such as hiring and performance assessment. These could also be used to improve worker health. The analytics may be based on inputs such as online activities, monitoring of communications, location tracking, and voice analysis and body language analysis of filmed interviews. For example, sentiment analysis may be used to spot fatigue to prevent overwork. Decision support systems have a similar ability to be used to, for example, prevent industrial disasters or make disaster response more efficient. For manual material handling workers, predictive analytics and artificial intelligence may be used to reduce musculoskeletal injury. Traditional guidelines are based on statistical averages and are geared towards anthropometrically typical humans. The analysis of large amounts of data from wearable sensors may allow real-time, personalized calculation of ergonomic risk and fatigue management, as well as better analysis of the risk associated with specific job roles. Wearable sensors may also enable earlier intervention against exposure to toxic substances than is possible with area or breathing zone testing on a periodic basis. Furthermore, the large data sets generated could improve workplace health surveillance, risk assessment, and research. === Streamlining safety and health workflows === AI has also been used to attempt to make the workplace safety and health workflow more efficient. One example is coding of workers' compensation claims, which are submitted in a prose narrative form and must manually be assigned standardized codes. AI is being investigated to perform this task faster, more cheaply, and with fewer errors. == Hazards == There are several broad aspects of AI that may give rise to specific hazards. The risks depend on implementation rather than the mere presence of AI. Systems using sub-symbolic AI such as machine learning may behave unpredictably and are more prone to inscrutability in their decision-making. This is especially true if a situation is encountered that was not part of the AI's training dataset, and is exacerbated in environments that are less structured. Undesired behavior may also arise from flaws in the system's perception (arising either from within the software or from sensor degradation), knowledge representation and reasoning, or from software bugs. They may arise from improper training, such as a user applying the same algorithm to two problems that do not have the same requirements. Machine learning applied during the design phase may have different implications than that applied at runtime. Systems using symbolic AI are less prone to unpredictable behavior. The use of AI also increases cybersecurity risks relative to platforms that do not use AI, and information privacy concerns about collected data may pose a hazard to workers. === Psychosocial === Psychosocial hazards are those that arise from the way work is designed, organized, and managed, or its economic and social contexts, rather than arising from a physical substance or object. They cause not only psychiatric and psychological outcomes such as occupational burnout, anxiety disorders, and depression, but they can also cause physical injury or illness such as cardiovascular disease or musculoskeletal injury. Many hazards of AI are psychosocial in nature due to its potential to cause changes in work organization, in terms of increasing complexity and interaction between different organizational factors. However, psychosocial risks are often overlooked by designers of advanced manufacturing systems. Einola and Khoreva explore how different organizational groups perceive and interact with AI technologies. Their research shows that successful AI integration depends on human ownership and contextual understanding. They caution against blind technological optimism and stress the importance of tailoring AI use to specific workplace ecosystems. This perspective reinforces the need for inclusive design and transparent implementation strategies. ==== Changes in work practices ==== Over-reliance on AI tools may lead to deskilling of some professions. When AI becomes a substitute for traditional peer collaboration and mentorship, there is a risk of diminishing opportunities for interpersonal skill development and team-based learning. Increased monitoring may lead to micromanagement and thus to stress and anxiety. A perception of surveillance may also lead to stress. Controls for these include consultation with worker groups, extensive testing, and attention to introduced bias. Wearable sensors, activity trackers, and augmented reality may also lead to stress from micromanagement, both for assembly line workers and gig workers. Gig workers also lack the legal protections and rights of formal workers. Newell & Marabelli argue that AI alters power dynamics and employee autonomy, requiring a more nuanced understanding of its social and organizational implications. There is also the risk of people being forced to work at a robot's pace, or to monitor robot performance at nonstandard hours. A 2025 preprint paper based on users' interactions with the AI chatbot Microsoft Copilot identified forty jobs that the author's claimed had high overlaps with the capabilities of AI. Some media outlets used this paper to report on jobs becoming obsolete. Cri
AI Overviews
AI Overviews is an artificial intelligence (AI) feature integrated into Google Search that produces AI-generated summaries of search results. The feature has been criticized for its inaccuracy and for reducing website traffic. == History and development == AI Overviews were first introduced as part of Google's Search Generative Experience (SGE), which was unveiled at the Google I/O conference in May 2023. In May 2024 at Google I/O 2024, the feature was rebranded as AI Overviews and launched in the United States. The introduction of AI Overviews was seen as a strategic move to compete with other generative AI advancements, including OpenAI's ChatGPT. By August 2024, AI Overviews was rolled out to several other countries, including the United Kingdom, India, Japan, Brazil, Mexico, and Indonesia, with support for multiple languages. In October 2024, Google expanded the feature globally, making it available in over 100 countries. In December 2024, Botify x Demandsphere released findings stating that when AI Overviews and featured snippets appear together on the search engine results page, they take up approximately 67.1% of the screen on desktop and 75.7% on mobile. Even if content is ranking in the #1 position, it may not be visible to consumers if other visual elements on the results page are more prominent. In March 2025, Google started testing an "AI Mode", where the search results page is AI-generated. The company was also considering adding advertisements to the AI Mode, as they already exist in AI Overviews. As of May 2025, AI Overviews are available in over 200 countries and territories and in more than 40 languages. As of March 2026, Google AI Overviews appear on more than 48% of total Google Search queries, compared to just 6.49% in the previous year (58% year-over-year growth). == Functionality == The AI Overviews feature uses large language models to generate summaries from web content. The overviews are designed to be concise, providing a snapshot of relevant information about the queried topic. Google allows users to adjust the language complexity in summaries, offering both simplified and detailed options. The overviews also include links to sources. According to a June 2025 study by Semrush, the most cited source is Quora, followed by Reddit. == Reception == The feature has faced criticism for inaccuracies, including instances where erroneous or nonsensical content was generated. Depending on what is searched for, the overview may also consist of hallucinated content, such as when searching for idioms that do not exist. In May 2024, Google temporarily restricted the AI tool after it provided suggestions that were seen as nonsensical and harmful, such as telling users to eat rocks or apply glue on pizza. Concerns were also raised by content publishers, who feared a decline in web traffic as users relied on the summaries instead of visiting source websites. A Google patent from 2026 raised the concern of webmasters that Google could entirely replace the landing page of websites by an AI optimized copy of the website in its results. There is also apprehension about the ethical implications of AI-driven content aggregation, including its impact on intellectual property rights and the visibility of smaller content providers. The European Commission announced in December 2025 that they were investigating whether AI Overviews breached European competition law. In response, Google has stated its commitment to improve content validation and refine the algorithms used to filter unreliable information. Google implemented measures to prioritize link placement within AI Overviews, aiming to balance user convenience with the needs of content creators. In January 2026, Google restricted AI Overviews on certain health-related searches following an investigation by The Guardian. == Lawsuits == On February 24, 2025, Chegg sued Alphabet over the AI Overviews feature, claiming that it was leading to students preferring "low-quality, unverified AI summaries", thus violating antitrust law. Chegg also said it was considering either a sale or a take-private transaction. In September 2025, Penske Media Corporation, the publisher of Rolling Stone and The Hollywood Reporter, sued Google, claiming that AI Overviews illegally regurgitate content from their websites and drive off potential site visitors by always appearing on top of the search results while leaving little incentive to see the linked sources. The company stated that "the future of digital media and [...] its integrity [...] is threatened by Google's current actions", alleging that 20% of searches that link to Penske-owned websites show AI Overviews and that the figure is expected to rise. Google spokesperson José Castañeda called the claims "meritless" and stated that "AI Overviews send traffic to a greater diversity of sites." In 2026, Canadian musician Ashley MacIsaac filed a lawsuit against Google claiming that the AI Overview feature had wrongly stated that MacIsaac had been convicted of numerous criminal offences and was on the sex offender registry. He claims this incorrect information led to the cancellation of a December 2025 gig organized by the Sipekne'katik First Nation.