please answer 1 & 2

How Gild Creates Golden Opportunities for Underappreciated Workers No matter how hard employers try to provide equal opportu- business who became fed up with high school, dropped rely on referrals or recruiting at top-ample, companies that out, taught himself to run a business and write code for its great workers who don't know a current employels exclude website, and became active on websites where computer graduate from the right school. Luca Bonmassar ord did not programmers trade ideas. Gild interviewed him and hired Desai looked at this problem and saw opportunity: big day him for his programming brilliance, acknowledging that it can objectively identify who possesses specific sig data is a challenge for this independent-minded individual to high-demand fields. So Bonmassar and Desai founded Gild, thrive in a corporate environment. a San Francisco-based company, and hired Vivienne Ming This example points to the main critique of Gild's busias its chief scientist. Ming is deeply interested in Gild's mis. ness. Even if the algorithm accurately measures technical sion because she has experienced the assumptions that many silils, those are not the only requirements for success. A humans make. Ming. who holds a doctorate in psychology person also has to function well within the organization. and computational neuroscience, grew up as a mevertheless, Ming believes that by expanding the use underwent gender transition as an adult. When she began of big data, Gild is doing good. It creates opportunities living as a woman. changes occurred in the way began for people to advance based on talent. Ming even believes treated-for example, students asked her fewer may she was that similar analytics can identify talent in children so that questions. She sees data as a way to reduce "wath-related high-potential but underprivileged children can be paired by limiting bias in employment decisions. "Wasted talent" with mentors, creating opportunities in communities where Gild looks for publicly available data about computer there had previously been little hope. programmers. It analyzes the data to create algorithms that Questions identify the best programmers. For millions of computer 1. Review the criteria for a successful selection method: programmers, it compiles hundreds of variables such as reliable, valid, generalizable, practical, and legal the quality of computer code the individual has written Evaluate how Gild's algorithm addresses or shoul and posted for public use, the number of times someone address these criteria. language used in discussing technical issues on discussion along with Gild's scoring method to arrive at fair hirin boards, and popularity ratings for online advice. Its algo- decisions. rithm computes a score of each person's skill. Employers Sources: Claire Cain Miller. "Can an Algorithm Hire Better Than a Human? can use the score in conjunction with other measures to New York Times, June 25, 2015, hatp./ www,nytimes.com, Tom Foremski, make hiring decisions. Eventually, Gild hopes to create "Gild Says its Algorithms Could Be Uied to Lift People Out of Poverty." algorithms for other jobs, such as website designer, finan- ZDNe. April 11, 2014, htip //www, zdnet.com; Don Peck, "They're Wanchi cial analyst, or graphic designer. "Algorithm Finds Top Programmers, No Resume Required," Here and No sions. The company identified the Melection deci- May 21, 2013, hatp:-hereandiow, wbut.org: Matt Richuel, "How Big Data candidate in Southern California-the owner of a T-shirt hatp:/www.mytimes.com. Questions 1. Review the criteria for a successful selection method: reliable, valid, generalizable, practical, and legal. Evaluate how Gild's algorithm addresses or should address these criteria. 2. Recommend how an employer could use interviews along with Gild's scoring method to arrive at fair hiring decisions