Companies regularly extract information from social media and personality tests before hiring new employees. Computer algorithms use the information to decide who companies should or shouldn’t hire. Math blogger Cathy O’Neil tackles the rise of algorithmic software and explores the dangerous implications of branding this new “pseudoscience” as “scientific.” She balances the benefits of efficiency and perceived objectivity to companies with the flaws and unethical nature of such algorithms. getAbstract recommends this eye-opening challenge to human resources officers and job seekers.
In this summary, you will learn
- How personality tests and algorithms determine employability, and
- Why such algorithms are flawed.
About the Author
Cathy O’Neil blogs at MathBabe.org and is the author of several books, including Weapons of Math Destruction.
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