The rise of smartphones and web services made possible the large-scale collection of personal metadata. Information about individuals' location, phone call logs, or web-searches, is collected and used intensively by organizations and big data researchers. Metadata has however yet to realize its full potential. Privacy and legal concerns, as well as the lack of technical solutions for personal metadata management is preventing metadata from being shared and reconciled under the control of the individual. This lack of access and control is furthermore fueling growing concerns, as it prevents individuals from understanding and managing the risks associated with the collection and use of their data. Our contribution is two-fold: (1) we describe openPDS, a personal metadata management framework that allows individuals to collect, store, and give fine-grained access to their metadata to third parties. It has been implemented in two field studies; (2) we introduce and analyze SafeAnswers, a new and practical way of protecting the privacy of metadata at an individual level. SafeAnswers turns a hard anonymization problem into a more tractable security one. It allows services to ask questions whose answers are calculated against the metadata instead of trying to anonymize individuals' metadata. The dimensionality of the data shared with the services is reduced from high-dimensional metadata to low-dimensional answers that are less likely to be re-identifiable and to contain sensitive information. These answers can then be directly shared individually or in aggregate. openPDS and SafeAnswers provide a new way of dynamically protecting personal metadata, thereby supporting the creation of smart data-driven services and data science research.

In this paper, we propose a comprehensive analytics framework that can serve as a decision support tool for HR recruiters in real-world settings in order to improve hiring and placement decisions. The proposed framework follows two main phases: a local prediction scheme for recruitments' success at the level of a single job placement, and a mathematical model that provides a global recruitment optimization scheme for the organization, taking into account multilevel considerations. In the first phase, a key property of the proposed prediction approach is the interpretability of the machine learning (ML) model, which in this case is obtained by applying the Variable-Order Bayesian Network (VOBN) model to the recruitment data. Specifically, we used a uniquely large dataset that contains recruitment records of hundreds of thousands of employees over a decade and represents a wide range of heterogeneous populations. Our analysis shows that the VOBN model can provide both high accuracy and interpretability insights to HR professionals. Moreover, we show that using the interpretable VOBN can lead to unexpected and sometimes counter-intuitive insights that might otherwise be overlooked by recruiters who rely on conventional methods.We demonstrate that it is feasible to predict the successful placement of a candidate in a specific position at a pre-hire stage and utilize predictions to devise a global optimization model. Our results show that in comparison to actual recruitment decisions, the devised framework is capable of providing a balanced recruitment plan while improving both diversity and recruitment success rates, despite the inherent trade-off between the two.

An increasing number of decisions regarding the daily lives of human beings are being controlled by artificial intelligence and machine learning (ML) algorithms in spheres ranging from healthcare, transportation, and education to college admissions, recruitment, provision of loans, and many more realms. Since they now touch on many aspects of our lives, it is crucial to develop ML algorithms that are not only accurate but also objective and fair. Recent studies have shown that algorithmic decision making may be inherently prone to unfairness, even when there is no intention for it. This article presents an overview of the main concepts of identifying, measuring, and improving algorithmic fairness when using ML algorithms, focusing primarily on classification tasks. The article begins by discussing the causes of algorithmic bias and unfairness and the common definitions and measures for fairness. Fairness-enhancing mechanisms are then reviewed and divided into pre-process, in-process, and post-process mechanisms. A comprehensive comparison of the mechanisms is then conducted, toward a better understanding of which mechanisms should be used in different scenarios. The article ends by reviewing several emerging research sub-fields of algorithmic fairness, beyond classification.

Complex problem solving in science, engineering, and business has become a highly collaborative endeavor. Teams of scientists or engineers collaborate on projects using their social networks to gather new ideas and feedback. Here we bridge the literature on team performance and information networks by studying teams' problem solving abilities as a function of both their within-team networks and their members' extended networks. We show that, while an assigned team's performance is strongly correlated with its networks of expressive and instrumental ties, only the strongest ties in both networks have an effect on performance. Both networks of strong ties explain more of the variance than other factors, such as measured or self-evaluated technical competencies, or the personalities of the team members. In fact, the inclusion of the network of strong ties renders these factors non-significant in the statistical analysis. Our results have consequences for the organization of teams of scientists, engineers, and other knowledge workers tackling today's most complex problems.

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