When the Hiring Boss Is an Algorithm
Hugh Pickens writes "Joseph Walker writes at the WSJ that although personality tests have a long history in hiring, sophisticated software has now made it possible to evaluate more candidates, amass more data and peer more deeply into applicants' personal lives and interests. This allows employers to predict specific outcomes, such as whether a prospective hire will quit too soon, file disability claims, or steal. For example after a half-year trial that cut attrition by a fifth, Xerox now leaves all hiring for its 48,700 call-center jobs to software. Xerox used to pay lots of attention to applicants who had done the job before. Then, an algorithm told the company that experience doesn't matter. It determined what does matter in a good call-center worker — one who won't quit before the company recoups its $5,000 investment in training. By putting applicants through a battery of tests and then tracking their job performance, Evolv has developed a model for the ideal call-center worker (PDF). ...
Found more than 1 month ago on channel Slashdot
Autism Expressed Helps Autistic Children Learn About The Internet
The internet is an incredibly powerful tool, but it's also a very dangerous place. Because of this, children with autism and other disabilities often can't leverage the power of the web, which is a place where you should be able to learn anything. But Autism Expressed, a startup we discovered on our TC Philly Mini Meetup, is looking to educate autistic children about the internet so that they can have a safe surfing experience and enjoy social media like the rest of us.