2016
DOI: 10.1257/aer.p20161029
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Productivity and Selection of Human Capital with Machine Learning

Abstract: Economists have become increasingly interested in studying the nature of production functions in social policy applications, with the goal of improving productivity. Traditionally models have assumed workers are homogenous inputs. However, in practice, substantial variability in productivity means the marginal productivity of labor depends substantially on which new workers are hired--which requires not an estimate of a causal effect, but rather a prediction. We demonstrate that there can be large social welfa… Show more

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Cited by 149 publications
(109 citation statements)
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“…The decision of which teacher to hire, however, requires a prediction: the use of information available at time of hiring to forecast individual teacher quality (Kane and Staiger 2008;Dobbie 2011;Jacob et al 2016). Chalfin et al (2016) provide some preliminary evidence of how machine learning may improve predictive accuracy in these and other personnel decisions. Chandler, Levitt, and List (2011) predict highest-risk youth so that mentoring interventions can be appropriately targeted.…”
Section: Prediction In Policymentioning
confidence: 99%
“…The decision of which teacher to hire, however, requires a prediction: the use of information available at time of hiring to forecast individual teacher quality (Kane and Staiger 2008;Dobbie 2011;Jacob et al 2016). Chalfin et al (2016) provide some preliminary evidence of how machine learning may improve predictive accuracy in these and other personnel decisions. Chandler, Levitt, and List (2011) predict highest-risk youth so that mentoring interventions can be appropriately targeted.…”
Section: Prediction In Policymentioning
confidence: 99%
“…5.1 Ex post policy potential Figure 5 shows the ex post policy potential 11 The training data therefore grows over time. for each evaluation period.…”
Section: Counterfactual Policy Outcomesmentioning
confidence: 99%
“…Many important decisions hinge on a prediction: managers assess future productivity for hiring; lenders forecast repayment; doctors form diagnostic and prognostic estimates; even economics PhD admissions committees assess future success (Athey et al, 2007; Chalfin et al, 2016). These predictions can be imperfect since they may rely on limited experience and faulty mental models and probabilistic reasoning.…”
Section: Introductionmentioning
confidence: 99%
“…In many other applications, such biases could loom even larger. For example, colleges admitting students, police deciding where to patrol, or firms hiring employees all maximize a complex set of preferences (Chalfin et al, 2016). Outperforming the decision maker on the single dimension we predict need not imply the decision maker is mispredicting, or that we can improve their decisions.…”
Section: Introductionmentioning
confidence: 99%