Actually almost no evidence of this claim. People don't generally mindlessly apply stereotypes. Evidence reviewed in @PsychRabble's 2012 book.https://twitter.com/sonyaellenmann/status/979803764612775936 …
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TBH work the correlational datasets you can build off of say Facebook I'm pretty sure that this already effectively exists, not sure if legal though.
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my understanding is that generally the most useful metrics are illegal to use for employers because disparate impact related https://www.nber.org/papers/w20095
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Ohh, interesting, lines up with my expectations to some degree on the whole testing improves outcomes for minorities by providing a signal for employers to latch onto thing.
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oh my god, same if that's what conscientiousness is, I don't have it
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it's hard enough scamming everyone into thinking i'm nice and good at my job without having "PROFICIENT LIAR" on a badge I have to wear, jfc
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