Start
Click the candidates to see their CVs
To hire:
10 people
Time left:
00:00
Stage feedback
Respond to Email
Re: Candidate complaint
Peter Hoffman, Orange Ventures
Re: investment in Bestfit
Reply:
From: software-engineer@bestfit.com
Subject: Hiring Algorithm
You asked us how we can hire faster. So we built a hiring algorithm using machine learning. Basically, we will teach a computer to hire like you, but way faster!
First, the algorithm will read through past applicants' CVs and whether they were hired or not. It will then learn what makes a candidate good or bad by copying your hiring decision process!
It’s impossible for the program to know good or bad candidates without human input - we first need to give it a lot of data to learn from.
I need your help: can you send me the CVs of all applicants you’ve evaluated so far? Click on the file named "cv_all.zip" on your desktop
Thanks! Machine learning algorithms get more accurate with more data, so here’s what we’ll do: use big tech companies' data. They have huge applicant records, so we can merge our CVs with theirs and train our model! Choose a company you think hires smart people.
Thats it! We can now train the algorithm with a lot of past data and put it to use!
calendar.doc
cv_all.zip
best-fit.pdf
From: software-engineer@bestfit.com
Subject: Hiring Algorithm
We're trying to figure out what's wrong with the algorithm.
Here they are; what do you think?
Accepted Orange/Blue Makeup
Rejected Orange/Blue Makeup
Average Orange Person Performance
Average Blue Person Performance
Lets find out how! Do you remember how we first trained the algorithm?
Look at our data from manual hiring:
Accepted Orange/Blue Makeup
Rejected Orange/Blue Makeup
Average Orange Person Performance
Average Blue Person Performance
We should have also checked the quality of the big company dataset you sent me! How am I supposed to understand hiring decisions? I’m a software engineer!
calendar.doc
cv_all.zip
best-fit.pdf
As a recruiter, which of these attributes did you value the most?
This is a simplified simulation, but we hope it got you thinking. Now imagine how difficult it is to choose for a real-life recruiter!
When there are many unknowns, people tend to rely on their gut feelings, which is just an expression of their biases and preconceptions.
You might not be consciously discriminative, but in the early days of your company you received more highly qualified orange applicants. The unknowns and the biased environment can make well-intentioned decisions biased. This is what the industry needs to realize.
When the engineering team contacted you, they asked you for your decisions, in cv_all.zip , because a machine learning (ML) algorithm requires human input.
That means if you had biases, the software would replicate them! But what if you were as objective as you could be?
Your data alone wasn't enough to build a ML algorithm, because machine learning works only on large amounts of data. That’s why the software engineer asked you to choose a larger dataset. The problem is, all datasets are built by humans who tend to be biased.
In this case, it largely consisted of applicants from Orange Valley, where more people were historically allowed to work in tech.
Can we disregard race or gender?
There are no buttons on ML algorithms and the input data is often difficult to debias. While applicants don’t put race or gender explicitly on their CVs, they are often manifested through the colleges, communities, and organizations certain demographics are usually a part of.
When a program learns from years of data, we need to question the data it is learning from. Just because a decision is presented as 'automated' doesn't mean it is right or objective.
Your startup Bestfit might've failed today, but there's no reason our societies should! Head to our website to learn more. We hope it'll make you discuss and ask questions.
Hey there this is some text
Hire me!
This experience works only in landscape mode