Optional material for aligning interests

1. This article in Slate describes Google’s obsession with data analytics. Here is a money quote: “‘We make thousands of people decisions every day—who we should hire, how much we should pay them, who we should promote, who we should let go of,’ says Prasad Setty, who heads POPS’ ‘people analytics’ group. ‘What we try to do is bring the same level of rigor to people decisions that we do to engineering decisions. Our mission is to have all people decisions be informed by data.’”
2. More on testing: http://www.wsj.com/articles/SB10001424053111904836104576563350928693850, and http://www.wsj.com/articles/are-workplace-personality-tests-fair-1412044257.
3. this post and the link from it on the use of employment gaps as a screen for job applicants.
4. This article reports flaws of basing hiring decisions on interviews and offers a couple of alternatives. It is a good introduction to the use of screening in the job market.