Reference no: EM133139318

Q1) As per Hiring by Machine (Case study of Princeton) Trust is an increasingly important branding tool for tech companies in competitive markets. When a company opts for an open source model as Strategeion did, that decisions may increase public perception of its trustworthiness. But does open sourcing necessarily imply trustworthiness? What other factors, if any, go into determining a tech company's trustworthiness? If a tech company chooses not to share its source code, does that mean it is untrustworthy?

Q2) PARIS promised to make hiring process more efficient. But are there other values that might be desirable in hiring? Diversity? Equity? Creativity? What if anything do companies risk losing when hiring procedures are so singularly focused on maximizing efficiency?

Q3) While it is uncontroversial to state that American companies must follow American law, cross jurisdictional legal questions are trickier. To what extent are American companies and other entities that process data bound by European law when designing data processing tools in the US? To what extent should American organizations be bound by European law? Does it matter what the law aims to achieve?

Q4) Biased data sets pose a problem for ensuring fairness in AI systems. What could engineer at Strategeion have done to counteract the gaps in employee data? To what extent are such proacte culture by hiring people who resemble current employees or would you argue that PARIS should be realigned to optimize for a broader rangeive efforts the responsibility of individual engineers or engineering teams?

Q5) Social Science increasingly shows that there are advantages to heterogeneous workforce but there are also advantages to homogeneity. A diverse workforce helps protect organizations against "group think" for example, but groups that share certain experiences and backgrounds may find it easier to communicate with and understand one another, thereby reducing collective action problems. If you were a manager in charge of hiring at Strategeion, for which position would you advocate? Would you try to maintain the corporate culture by hiring people who resemble current employees or would you argue that PARIS should be realigned to optimize for a broader range of types?