The FDA is considering new guidelines for Nutritional Facts Labeling. The Nutritional Fact labels on foods and other goods under the FDA umbrella have a tremendous amount of details for the consumer, e.g. daily allowances, from vitamins to sodium.
Providing all of the Nutritional Fact details on the package is great, but how can we hope to track all of these data points to make sure we’ve achieved targeted daily goals. Established diet systems, e.g. weight watchers, have suggested targets for calorie intake. Some programs suggest counting Carbs. All of these nutritional details are not only daunting to read, who would have time to track them? What facts are important to track?
Now the FDA is considering the requirement of adding a QR Code to our food Nutritional Facts labels. If a consumer scanned the QR Code with their smart phone, they would have all of the Nutritional Fact details in digital form. The digitized facts may then be imported into any smartphone app to monitor any of these values, and use the data to fit any 3rd party diet. Monitoring food intake just got easier and more usable. Alone, on a package of food, the Nutritional Facts are just data points, the digitized data can be easily integrated into our meal to meal consumption. Furthermore, as these data points are analysed, and coordinated to other metrics, such as body weight, diets can become smarter, and even the FDA may make adjustments to the daily allowances. How many people really use these data points?
A natural progression of the LinkedIn platform enables companies to screen / interview candidates using live, video chat sessions available within the expanded LinkedIn platform. Companies may be able to more accurately filter candidates with this screening process. Live video chat / interview sessions with the candidate and the employer may be recorded, and linked as an ‘artifact’ of the posted role.
For each video chat session, the employer may ‘bookmark’, in real time, their HR question, and ‘bookmark’ the candidate’s answer. Video interviews may be automatically parsed for the bookmarked Q&A, and record the conversation to text.
HR may perform the initial interview screening, and then forward on the video session, and transcribed Q&A text to the hiring manager. The hiring manager may toggle through each Q&A, read and/or play the interview of that section. Based on the review of the candidate Q&A, the hiring manager may select to move forward with the candidate to next steps (e.g. face to face), or reject the candidate.
The live, video chat interview session may be indexed for key words, and if both the prospective employer and the candidate allow, the indexed text may be searchable by other prospective employers or recruiters. The conversation’s full transcript, and/or the Q&A text are also available for search and review. Optionally, if the candidate has been rejected, they may choose to share their interview Q&A session with other potential candidates. This may be an issue for the employer, so both the candidate and employer must agree to have this available to either your connections or the public.