Related papers: Hiring Strategies
The hiring problem is studied for general strategies based only on the relative ranking of the candidates; this includes some well known strategies studied before such as hiring above the median. We give general limit theorems for the…
In this paper we introduce the hiring under uncertainty problem to model the questions faced by hiring committees in large enterprises and universities alike. Given a set of $n$ eligible candidates, the decision maker needs to choose the…
We consider a variant of the classical Secretary Problem. In this setting, the candidates are ranked according to some exchangeable random variable and the quest is to maximize the expected quality of the chosen aspirant. We find an upper…
This paper views hiring as a contextual bandit problem: to find the best workers over time, firms must balance exploitation (selecting from groups with proven track records) with exploration (selecting from under-represented groups to learn…
When recruiting job candidates, employers rarely observe their underlying skill level directly. Instead, they must administer a series of interviews and/or collate other noisy signals in order to estimate the worker's skill. Traditional…
The stable marriage problem and its extensions have been extensively studied, with much of the work in the literature assuming that agents fully know their own preferences over alternatives. This assumption however is not always practical…
We study a generalization of the secretary problem, where decisions do not have to be made immediately upon candidates' arrivals. After arriving, each candidate stays in the system for some (random) amount of time and then leaves, whereupon…
Nowadays, several crowdsourcing projects exploit social choice methods for computing an aggregate ranking of alternatives given individual rankings provided by workers. Motivated by such systems, we consider a setting where each worker is…
The decision-maker (DM) sequentially evaluates up to N of different, rankable options. DM must select exactly the best one at the moment of its appearance. In the process of searching, DM finds out with each applicant whether she is the…
The recruitment of new personnel is one of the most essential business processes which affect the quality of human capital within any company. It is highly essential for the companies to ensure the recruitment of right talent to maintain a…
We study the secretary problem in which rank-ordered lists are generated by the Mallows model and the goal is to identify the highest-ranked candidate through a sequential interview process which does not allow rejected candidates to be…
Motivated by hiring pipelines, we study three selection and ordering problems in which applicants for a finite set of positions must be interviewed or sent offers. There is a finite time budget for interviewing/sending offers, and every…
Candidates arrive sequentially for an interview process which results in them being ranked relative to their predecessors. Based on the ranks available at each time, one must develop a decision mechanism that selects or dismisses the…
A fundamental decision faced by a firm hiring employees - and a familiar one to anyone who has dealt with the academic job market, for example - is deciding what caliber of candidates to pursue. Should the firm try to increase its…
We investigate the mechanism design problem faced by a principal who hires \emph{multiple} agents to gather and report costly information. Then, the principal exploits the information to make an informed decision. We model this problem as a…
The academic job market for new statisticians is highly congested at the interview stage, where departments must rank and select candidates from large applicant pools without credible signals of candidate interest. As a result, interviews…
We consider a stochastic online problem where $n$ applicants arrive over time, one per time step. Upon arrival of each applicant their cost per time step is revealed, and we have to fix the duration of employment, starting immediately. This…
In a recruitment industry, selecting a best CV from a particular job post within a pile of thousand CV's is quite challenging. Finding a perfect candidate for an organization who can be fit to work within organizational culture is a…
Imagine a large firm with multiple departments that plans a large recruitment. Candidates arrive one-by-one, and for each candidate the firm decides, based on her data (CV, skills, experience, etc), whether to summon her for an interview.…
Recruiters usually spend less than a minute looking at each r\'esum\'e when deciding whether it's worth continuing the recruitment process with the candidate. Recruiters focus on keywords, and it's almost impossible to guarantee a fair…