ABSTRACT Hiring a new employee is traditionally thought to be an uncertain investment. This uncertainty is lessened by the presence of signals that indicate job fitness. Ideally, job applicants objectively signal their qualifications, and those signals are correctly assessed by the hiring team. In reality, signal manipulation is pervasive in the hiring process, mitigating the reliability of signals used to make hiring decisions. To combat these inefficiencies, we propose and evaluate SIGHT, a theoretical class of systems affording more robust signal evaluation during the job application process. A prototypical implementation of the SIGHT framework was evaluated using a mock-interview paradigm. Results provide initial evidence that SIGHT systems can elicit and capture qualification signals beyond what can be traditionally obtained from a typical application and that SIGHT systems can assess signals more effectively than unaided decision-making. SIGHT principles may extend to domains such as audit and security interviews.

中文翻译：

---

现代工作应用系统中信号检测的设计原则：识别制造的资格

摘要 雇用新员工传统上被认为是一项不确定的投资。表明工作适合度的信号的存在减少了这种不确定性。理想情况下，求职者客观地表明他们的资格，并且招聘团队正确评估了这些信号。实际上，信号操纵在招聘过程中无处不在，降低了用于做出招聘决策的信号的可靠性。为了解决这些低效率问题，我们提出并评估了 SIGHT，这是一种理论系统，可在工作申请过程中提供更强大的信号评估。SIGHT 框架的原型实现使用模拟面试范式进行了评估。结果提供了初步证据，表明 SIGHT 系统可以引出和捕获超出传统应用程序所能获得的资格信号，并且 SIGHT 系统可以比独立决策更有效地评估信号。SIGHT 原则可能会扩展到审计和安全访谈等领域。