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Javier E

The End of Courtship? - NYTimes.com - 0 views

www.nytimes.com/...the-end-of-courtship.html

courtship romance dating

shared by Javier E on 13 Jan 13 - No Cached
  • “The word ‘date’ should almost be stricken from the dictionary,” Ms. Silver said. “Dating culture has evolved to a cycle of text messages, each one requiring the code-breaking skills of a cold war spy to interpret.”
  • Raised in the age of so-called “hookup culture,” millennials — who are reaching an age where they are starting to think about settling down — are subverting the rules of courtship.
  • Instead of dinner-and-a-movie, which seems as obsolete as a rotary phone, they rendezvous over phone texts, Facebook posts, instant messages and other “non-dates” that are leaving a generation confused about how to land a boyfriend or girlfriend.
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  • Blame the much-documented rise of the “hookup culture” among young people, characterized by spontaneous, commitment-free (and often, alcohol-fueled) romantic flings. Many students today have never been on a traditional date,
  • Hookups may be fine for college students, but what about after, when they start to build an adult life? The problem is that “young people today don’t know how to get out of hookup culture,”
  • In interviews with students, many graduating seniors did not know the first thing about the basic mechanics of a traditional date. “They’re wondering, ‘If you like someone, how would you walk up to them? What would you say? What words would you use?’ ”
  • Traditional courtship — picking up the telephone and asking someone on a date — required courage, strategic planning and a considerable investment of ego (by telephone, rejection stings). Not so with texting, e-mail, Twitter or other forms of “asynchronous communication,” as techies call it. In the context of dating, it removes much of the need for charm; it’s more like dropping a line in the water and hoping for a nibble.
  • Online dating services, which have gained mainstream acceptance, reinforce the hyper-casual approach by greatly expanding the number of potential dates. Faced with a never-ending stream of singles to choose from, many feel a sense of “FOMO” (fear of missing out), so they opt for a speed-dating approach — cycle through lots of suitors quickly.
  • “I’ve seen men put more effort into finding a movie to watch on Netflix Instant than composing a coherent message to ask a woman out,” said Anna Goldfarb, 34, an author and blogger in Moorestown, N.J. A typical, annoying query is the last-minute: “Is anything fun going on tonight?” More annoying still are the men who simply ping, “Hey” or “ ’sup.”
  • The mass-mailer approach necessitates “cost-cutting, going to bars, meeting for coffee the first time,” he added, “because you only want to invest in a mate you’re going to get more out of.”
  • in  a world where “courtship” is quickly being redefined, women must recognize a flirtatious exchange of tweets, or a lingering glance at a company softball game, as legitimate opportunities for romance, too.
  • THERE’S another reason Web-enabled singles are rendering traditional dates obsolete. If the purpose of the first date was to learn about someone’s background, education, politics and cultural tastes, Google and Facebook have taken care of that.
  • Dodgy economic prospects facing millennials also help torpedo the old, formal dating rituals. Faced with a lingering recession, a stagnant job market, and mountains of student debt, many young people — particularly victims of the “mancession” — simply cannot afford to invest a fancy dinner or show in someone they may or may not click with.
  • “Maybe there’s still a sense of a man taking care of a woman, but our ideology is aligning with the reality of our finances,” Ms. Rosin said. As a man, you might “convince yourself that dating is passé, a relic of a paternalistic era, because you can’t afford to take a woman to a restaurant.”
  • “A lot of men in their 20s are reluctant to take the girl to the French restaurant, or buy them jewelry, because those steps tend to lead to ‘eventually, we’re going to get married,’ ” Mr. Edness, 27, said. In a tight economy, where everyone is grinding away to build a career, most men cannot fathom supporting a family until at least 30 or 35, he said.
  • Even in an era of ingrained ambivalence about gender roles, however, some women keep the old dating traditions alive by refusing to accept anything less. Cheryl Yeoh, a tech entrepreneur in San Francisco, said that she has been on many formal dates of late — plays, fancy restaurants. One suitor even presented her with red roses. For her, the old traditions are alive simply because she refuses to put up with anything less. She generally refuses to go on any date that is not set up a week in advance, involving a degree of forethought. “If he really wants you,” Ms. Yeoh, 29, said, “he has to put in some effort.”
Javier E

A Million First Dates - Dan Slater - The Atlantic - 0 views

www.theatlantic.com/...309195

relations commitment marriage monogamy dating romance online dating social mating love social media

shared by Javier E on 04 Jan 13 - No Cached
  • The positive aspects of online dating are clear: the Internet makes it easier for single people to meet other single people with whom they might be compatible, raising the bar for what they consider a good relationship. But what if online dating makes it too easy to meet someone new? What if it raises the bar for a good relationship too high? What if the prospect of finding an ever-more-compatible mate with the click of a mouse means a future of relationship instability, in which we keep chasing the elusive rabbit around the dating track?
  • the rise of online dating will mean an overall decrease in commitment.
  • I often wonder whether matching you up with great people is getting so efficient, and the process so enjoyable, that marriage will become obsolete.”
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  • “Historically,” says Greg Blatt, the CEO of Match.com’s parent company, “relationships have been billed as ‘hard’ because, historically, commitment has been the goal. You could say online dating is simply changing people’s ideas about whether commitment itself is a life value.” Mate scarcity also plays an important role in people’s relationship decisions. “Look, if I lived in Iowa, I’d be married with four children by now,” says Blatt, a 40‑something bachelor in Manhattan. “That’s just how it is.”
  • “I think divorce rates will increase as life in general becomes more real-time,” says Niccolò Formai, the head of social-media marketing at Badoo, a meeting-and-dating app with about 25 million active users worldwide. “Think about the evolution of other kinds of content on the Web—stock quotes, news. The goal has always been to make it faster. The same thing will happen with meeting. It’s exhilarating to connect with new people, not to mention beneficial for reasons having nothing to do with romance. You network for a job. You find a flatmate. Over time you’ll expect that constant flow. People always said that the need for stability would keep commitment alive. But that thinking was based on a world in which you didn’t meet that many people.”
  • “You could say online dating allows people to get into relationships, learn things, and ultimately make a better selection,” says Gonzaga. “But you could also easily see a world in which online dating leads to people leaving relationships the moment they’re not working—an overall weakening of commitment.”
  • Explaining the mentality of a typical dating-site executive, Justin Parfitt, a dating entrepreneur based in San Francisco, puts the matter bluntly: “They’re thinking, Let’s keep this fucker coming back to the site as often as we can.” For instance, long after their accounts become inactive on Match.com and some other sites, lapsed users receive notifications informing them that wonderful people are browsing their profiles and are eager to chat. “Most of our users are return customers,” says Match.com’s Blatt.
  • The market is hugely more efficient … People expect to—and this will be increasingly the case over time—access people anywhere, anytime, based on complex search requests … Such a feeling of access affects our pursuit of love … the whole world (versus, say, the city we live in) will, increasingly, feel like the market for our partner(s). Our pickiness will probably increase.” “Above all, Internet dating has helped people of all ages realize that there’s no need to settle for a mediocre relationship.”
Javier E

Dating Study: At What Age Are Men, Women Most Desirable? - The Atlantic - 0 views

www.theatlantic.com/...567083

dating matchmaking Psychology social media

shared by Javier E on 11 Aug 18 - No Cached
  • “Three-quarters, or more, of people are dating aspirationally,” she says. And according to a new study, users of online-dating sites spend most of their time trying to contact people “out of their league.”In fact, most online-dating users tend to message people exactly 25 percent more desirable than they are.
  • “There’s so much folk wisdom about dating and courtship, and very little scientific evidence,” she told me recently. “My research comes out of realizing that with these large-scale data sets, we can shed light on a lot of these old dating aphorisms
  • Bruch and her colleagues analyzed thousands of messages exchanged on a “popular, free online-dating service” between more than 186,000 straight men and women. They looked only at four metro areas—New York, Boston, Chicago, and Seattle—and only at messages from January 2014.
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  • imagine that you are a very desirable user. Your specific desirability rank would have been generated by two figures: whether other desirable people contacted you, and whether other desirable people responded when you contacted them. If you contacted a much less desirable person, their desirability score would rise; if they contacted you and you replied, then your score would fall.
  • The team had to analyze both first messages and first replies, because, well, men usually make the first move. “A defining feature of heterosexual online dating is that, in the vast majority of cases, it is men who establish the first contact—more than 80 percent of first messages are from men in our data set,” the study says. But “women reply very selectively to the messages they receive from men—their average reply rate is less than 20 percent—so women’s replies … can give us significant insight about who they are interested in.”
  • It found that—insofar as dating “leagues” are not different tiers of hotness, but a single ascending hierarchy of desirability—then they do seem to exist in the data. But people do not seem universally locked into them—and they can occasionally find success escaping from theirs.
  • “I mean, everybody knows—and as a sociologist, it’s been shown—that older women have a harder time in the dating market. But I hadn’t expected to see their desirability drop off from the time they’re 18 to the time they’re 65,”
  • Across the four cities and the thousands of users, consistent patterns around age, race, and education level emerge. White men and Asian women are consistently more desired than other users, while black women rank anomalously lower.
  • “what we are seeing is overwhelmingly the effect of white preferences,” she cautioned. “This site is predominantly white, 70 percent white. If this was a site that was 20 percent white, we may see a totally different desirability hierarchy.”
  • And Bruch emphasized that the hierarchy did not just depend on race, age, and education level: Because it is derived from user behavior, it “captures whatever traits people are responding to when they pursue partners. This will include traits like wittiness, genetic factors, or whatever else drives people to message,” she said.
  • Here are seven other not entirely happy takeaways from Bruch’s study:- In the study, men’s desirability peaks at age 50. But women’s desirability starts high at age 18 and falls throughout their lifespan.
  • The key, Bruch said, is that “persistence pays off.”“Reply rates [to the average message] are between zero percent and 10 percent,” she told me. Her advice: People should note those extremely low reply rates and send out more greetings.
  • I was also surprised to see how flat men’s desirability was over the age distribution,” she said. “For men, it peaks around age 40 or 50. Especially in New York.”
  • “New York is a special case for men,” Bruch told me. “It’s the market with the highest fraction of women. But it’s also about it being an incredibly dense market.”
  • “Seattle presents the most unfavorable dating climate for men, with as many as two men for every woman in some segments,” the study says
  • Across all four cities, men and women generally tended to send longer messages to people who were more desirable than them. Women, especially, deployed this strategy.
  • But the only place it paid off—and the only people for whom it worked with statistically significant success—were men in Seattle. The longest messages in the study were sent by Seattle men, the study says,“and only Seattle men experience a payoff to writing longer messages.”
  • A more educated man is almost always more desirable, on average: Men with postgraduate degrees outperform men with bachelor’s degrees; men with bachelor’s degrees beat high-school graduates.
  • “But for women, an undergraduate degree is most desirable,” the study says. “Postgraduate education is associated with decreased desirability among women.
  • men tended to use less positive language when messaging more desirable women. They may have stumbled upon this strategy through trial and error because “in all four cities, men experience slightly lower reply rates when they write more positively worded messages.”
  • “The most common behavior for both men and women is to contact members of the opposite sex who on average have roughly the same ranking as themselves,
  • “The most popular individual in our four cities, a 30-year-old woman living in New York, received 1504 messages during the period of observation,” the study says. This is “equivalent to one message every 30 min, day and night, for the entire month.”
Javier E

A Million First Dates - Dan Slater - The Atlantic - 0 views

www.theatlantic.com/...2

relations commitment marriage monogamy online dating

shared by Javier E on 04 Jan 13 - No Cached
  • . In his 2004 book, The Paradox of Choice, the psychologist Barry Schwartz indicts a society that “sanctifies freedom of choice so profoundly that the benefits of infinite options seem self-evident.” On the contrary, he argues, “a large array of options may diminish the attractiveness of what people actually choose, the reason being that thinking about the attractions of some of the unchosen options detracts from the pleasure derived from the chosen one.”
  • Psychologists who study relationships say that three ingredients generally determine the strength of commitment: overall satisfaction with the relationship; the investment one has put into it (time and effort, shared experiences and emotions, etc.); and the quality of perceived alternatives. Two of the three—satisfaction and quality of alternatives—could be directly affected by the larger mating pool that the Internet offers.
  • as the range of options grows larger, mate-seekers are liable to become “cognitively overwhelmed,” and deal with the overload by adopting lazy comparison strategies and examining fewer cues. As a result, they are more likely to make careless decisions than they would be if they had fewer options,
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  • research elsewhere has found that people are less satisfied when choosing from a larger group: in one study, for example, subjects who selected a chocolate from an array of six options believed it tasted better than those who selected the same chocolate from an array of 30.
  • evidence shows that the perception that one has appealing alternatives to a current romantic partner is a strong predictor of low commitment to that partner.
  • But the pace of technology is upending these rules and assumptions. Relationships that begin online, Jacob finds, move quickly. He chalks this up to a few things. First, familiarity is established during the messaging process, which also often involves a phone call. By the time two people meet face-to-face, they already have a level of intimacy. Second, if the woman is on a dating site, there’s a good chance she’s eager to connect. But for Jacob, the most crucial difference between online dating and meeting people in the “real” world is the sense of urgency. Occasionally, he has an acquaintance in common with a woman he meets online, but by and large she comes from a different social pool. “It’s not like we’re just going to run into each other again,” he says. “So you can’t afford to be too casual. It’s either ‘Let’s explore this’ or ‘See you later.’ ”
  • he phenomenon extends beyond dating sites to the Internet more generally. “I’ve seen a dramatic increase in cases where something on the computer triggered the breakup,” he says. “People are more likely to leave relationships, because they’re emboldened by the knowledge that it’s no longer as hard as it was to meet new people. But whether it’s dating sites, social media, e‑mail—it’s all related to the fact that the Internet has made it possible for people to communicate and connect, anywhere in the world, in ways that have never before been seen.”
  • eople seeking commitment—particularly women—have developed strategies to detect deception and guard against it. A woman might withhold sex so she can assess a man’s intentions. Theoretically, her withholding sends a message: I’m not just going to sleep with any guy that comes along. Theoretically, his willingness to wait sends a message back: I’m interested in more than sex.
  • people who are in marriages that are either bad or average might be at increased risk of divorce, because of increased access to new partners. Third, it’s unknown whether that’s good or bad for society. On one hand, it’s good if fewer people feel like they’re stuck in relationships. On the other, evidence is pretty solid that having a stable romantic partner means all kinds of health and wellness benefits.” And that’s even before one takes into account the ancillary effects of such a decrease in commitment—on children, for example, or even society more broadly.
  • As online dating becomes increasingly pervasive, the old costs of a short-term mating strategy will give way to new ones. Jacob, for instance, notices he’s seeing his friends less often. Their wives get tired of befriending his latest girlfriend only to see her go when he moves on to someone else. Also, Jacob has noticed that, over time, he feels less excitement before each new date. “Is that about getting older,” he muses, “or about dating online?” How much of the enchantment associated with romantic love has to do with scarcity (this person is exclusively for me), and how will that enchantment hold up in a marketplace of abundance (this person could be exclusively for me, but so could the other two people I’m meeting this week)?
Javier E

Sexual Freelancing in the Gig Economy - The New York Times - 0 views

www.nytimes.com/...ancing-in-the-gig-economy.html

dating couples marriage courtship love economic

shared by Javier E on 15 May 16 - No Cached
  • We constantly use economic metaphors to describe romantic and sexual relations. Few people today refer to women as “damaged goods” or wonder why a man would “buy the cow when he can get the milk for free,” but we have “friends with benefits” and “invest in relationships.” An ex may be “on” or “off the market.” Online dating makes “shopping around” explicit. Blog after blog strategizes about how to maximize your “return on investment” on OkCupid.
  • he ways that people date — who contacts whom, where they meet and what happens next — have always been tied to the economy. Dating applies the logic of capitalism to courtship. On the dating market, everyone competes for him or herself.
  • If you want to understand why “Netflix and chill” has replaced dinner and a movie, you need to look at how people work.
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  • Today, people are constantly told that we must be flexible and adaptable in order to succeed. Is it surprising that these values are reshaping how many of us approach sex and love?
  • part-timers, contractors and other contingent workers — who constitute some 40 percent of the American work force — are more inclined to text one another “u still up?” than to make plans in advance
  • Smartphones have altered expectations about when we are “on” and “off,” and working from home or from cafes has blurred the lines between labor and leisure.
  • The 2013 and 2014 Work and Education Poll conducted by Gallup found that the average full-time American worker reported working 47 hours per week. Moreover, 21 percent of the people surveyed reported working 50 to 59 hours per week; and another 18 percent said they worked 60 or more hours a week.
  • marriage rates have declined significantly since 1960. The median age of first marriage has risen to a record high: 27 for women and 29 for men.
  • “Knot Yet: The Benefits and Costs of Delayed Marriage in America” observed that young adults have gone from seeing marriage as a “cornerstone” of adult life to its “capstone,” something you enter only after you complete your education and attain professional stability
  • DATING itself is a recent invention. It developed when young people began moving to cities and women began working outside private homes. By 1900, 44 percent of single American women worked. Previously, courtship had taken place under adult supervision, in private places: a parlor, a factory dance or church social. But once women started going out and earning wages, they had more freedom over where and how they met prospective mates. Because men vastly out-earned women, they typically paid for entertainment.
  • In the 1920s and ‘30s, as more and more middle-class women started going to college, parents and faculty panicked over the “rating and dating” culture, which led kids to participate in “petting parties” and take “joy rides” with members of the opposite sex.
  • By the 1950s, a new kind of dating took over: “going steady.
  • by the post-war era of full employment, this form of courtship made perfect sense. The booming economy, which was targeting the newly flush “teen” demographic, dictated that in order for everyone to partake in new consumer pleasures — for everyone to go out for a burger and root beer float on the weekends — young people had to pair off
  • The generation of Americans that came of age around the time of the 2008 financial crisis has been told constantly that we must be “flexible” and “adaptable.” Is it so surprising that we have turned into sexual freelancers? Many of us treat relationships like unpaid internships: We cannot expect them to lead to anything long-term, so we use them to get experience. If we look sharp, we might get a free lunch.
  • this kind of dating isn’t any more transactional than it was back when suitors paid women family-supervised visits or parents sought out a yenta to introduce their children at a synagogue mixer.
  • Courtship has always been dictated by changes in the market. The good news is that dating is not the same thing as love. And as anyone who has ever been in love can attest, the laws of supply and demand do not control our feelings.
Javier E

Tinder, the Fast-Growing Dating App, Taps an Age-Old Truth - NYTimes.com - 2 views

www.nytimes.com/...app-taps-an-age-old-truth.html

dating matchmaking app attractiveness research social media psychology

shared by Javier E on 30 Oct 14 - No Cached
  • In the two years since Tinder was released, the smartphone app has exploded, processing more than a billion swipes left and right each day
  • it is fast approaching 50 million active users.
  • Tinder’s engagement is staggering. The company said that, on average, people log into the app 11 times a day. Women spend as much as 8.5 minutes swiping left and right during a single session; men spend 7.2 minutes. All of this can add up to 90 minutes each day.While conventional online dating sites have been around lo
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  • On Tinder, there are no questionnaires to fill out. No discussion of your favorite hiking trail, star sign or sexual proclivities. You simply log in through Facebook, pick a few photos that best describe “you” and start swiping.It may seem that what happens next is predictable (the best-looking people draw the most likes, the rest are quickly dismissed), but relationships experts for Tinder say there is something entirely different going on.
  • “Research shows when people are evaluating photos of others, they are trying to access compatibility on not just a physical level, but a social level,” said Jessica Carbino, Tinder’s in-house dating and relationship expert. “They are trying to understand, ‘Do I have things in common with this person?' ”
  • She discovered that Tinder users decoded an array of subtle and not-so-subtle traits before deciding which way to swipe. For example, the style of clothing, the pucker of the lips and even the posture, Ms. Carbino said, tell us a lot about their social circle, if they like to party and their level of confidence.
  • Men also judge attractiveness on factors beyond just anatomy, though in general, men are nearly three times as likely to swipe “like” (in 46 percent of cases) than woman (14 percent).
  • Mr. Finkel worked for more than a year with a group of researchers trying to understand how these algorithm-based dating services could match people, as they claim to do. The team poured through more than 80 years of scientific research about dating and attraction, and was unable to prove that computers can indeed match people together.
  • while computers have become incalculably smarter, the ability of machines and algorithms to match people has remained just as clueless in the view of independent scientists.
  • dating sites like eHarmony and Match.com are more like modern snake oil. “They are a joke, and there is no relationship scientist that takes them seriously as relationship science.”
  • “There is this idea that attraction stems from a very superficial outlook on people, which is false,” Mr. Rad said. “Everyone is able to pick up thousands of signals in these photos. A photo of a guy at a bar with friends around him sends a very different message than a photo of a guy with a dog on the beach.”
  • some dating sites are starting to acknowledge that the only thing that matters when matching lovers is someone’s picture. Earlier this year, OKCupid examined its data and found that a person’s profile picture is, said a post on its Oktrends blog, “worth that fabled thousand words, but your actual words are worth... almost nothing.”
  • this doesn’t mean that the most attractive people are the only ones who find true love. Indeed, in many respects, it can be the other way around.
  • a graduate student, published a paper noting that a person’s unique looks are what is most important when trying to find a mate.
  • “There isn’t a consensus about who is attractive and who isn’t,” Mr. Eastwick said in an interview. “Someone that you think is especially attractive might not be to me. That’s true with photos, too.” Tinder’s data team echoed this, noting that there isn’t a cliquey, high school mentality on the site, where one group of users get the share of “like” swipes.
Javier E

Andrew Sullivan: Trump's Mindless Nihilism - 2 views

nymag.com/...n-trump-mindless-nihilism.html

matchmaking interracial dating social free speech campus gop conservatism reactionary

shared by Javier E on 14 Oct 17 - No Cached
  • The trouble with reactionary politics is that it is fundamentally a feeling, an impulse, a reflex. It’s not a workable program. You can see that in the word itself: it’s a reaction, an emotional response to change. Sure, it can include valuable insights into past mistakes, but it can’t undo them, without massive disruption
  • I mention this as a way to see more clearly why the right in Britain and America is either unraveling quickly into chaos, or about to inflict probably irreparable damage on a massive scale to their respective countries. Brexit and Trump are the history of Thatcher and Reagan repeating as dangerous farce, a confident, intelligent conservatism reduced to nihilist, mindless reactionism.
  • But it’s the impossible reactionary agenda that is the core problem. And the reason we have a president increasingly isolated, ever more deranged, legislatively impotent, diplomatically catastrophic, and constitutionally dangerous, is not just because he is a fucking moron requiring an adult day-care center to avoid catastrophe daily.
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  • It’s because he’s a reactionary fantasist, whose policies stir the emotions but are stalled in the headwinds of reality
  • These are not conservative reforms, thought-through, possible to implement, strategically planned. They are the unhinged fantasies of a 71-year-old Fox News viewer imagining he can reconstruct the late 1950s. They cannot actually be implemented, without huge damage.
  • In Britain, meanwhile, Brexit is in exactly the same place — a reactionary policy that is close to impossible to implement without economic and diplomatic catastrophe
  • Brexit too was built on Trump-like lies, and a Trump-like fantasy that 50 years of integration with the E.U. could be magically abolished overnight, and that the Britain of the early 1970s could be instantly re-conjured. No actual conservative can possibly believe that such radical, sudden change won’t end in tears.
  • “The researchers start by simulating what happens when extra links are introduced into a social network. Their network consists of men and women from different races who are randomly distributed. In this model, everyone wants to marry a person of the opposite sex but can only marry someone with whom a connection exists. This leads to a society with a relatively low level of interracial marriage. But if the researchers add random links between people from different ethnic groups, the level of interracial marriage changes dramatically.”
  • the line to draw, it seems to me, is when a speech is actually shut down or rendered impossible by disruption. A fiery protest that initially prevents an event from starting is one thing; a disruption that prevents the speech taking place at all is another.
  • Maybe a college could set a time limit for protest — say, ten or fifteen minutes — after which the speaker must be heard, or penalties will be imposed. Heckling — that doesn’t prevent a speech — should also be tolerated to a reasonable extent. There’s a balance here that protects everyone’s free speech
  • dating apps are changing our society, by becoming the second-most common way straights meet partners, and by expanding the range of people we can meet.
  • here’s what’s intriguing: Correlated with that is a sustained, and hard-to-explain, rise in interracial marriage.
  • “It is intriguing that shortly after the introduction of the first dating websites in 1995, like Match.com, the percentage of new marriages created by interracial couples increased rapidly,” say the researchers. “The increase became steeper in the 2000s, when online dating became even more popular. Then, in 2014, the proportion of interracial marriages jumped again.” That was when Tinder took off.
  • Disruptions of events are, to my mind, integral to the exercise of free speech. Hecklers are part of the contentious and messy world of open debate. To suspend or, after three offenses, expel students for merely disrupting events is not so much to chill the possibility of dissent, but to freeze it altogether.
  • Even more encouraging, the marriages begun online seem to last longer than others.
  • I wonder if online dating doesn’t just expand your ability to meet more people of another race, by eliminating geography and the subtle grouping effect of race and class and education. Maybe it lowers some of the social inhibitions against interracial dating.
  • It’s always seemed to me that racism is deeply ingrained in human nature, and always will be, simply because our primate in-group aversion to members of an out-group expresses itself in racism, unless you actively fight it. You can try every law or custom to mitigate this, but it will only go so far.
Javier E

Have Smartphones Destroyed a Generation? - The Atlantic - 0 views

www.theatlantic.com/...534198

smartphone generation social media psychology teen

shared by Javier E on 03 Aug 17 - No Cached
  • She told me she’d spent most of the summer hanging out alone in her room with her phone. That’s just the way her generation is, she said. “We didn’t have a choice to know any life without iPads or iPhones. I think we like our phones more than we like actual people.”
  • The arrival of the smartphone has radically changed every aspect of teenagers’ lives, from the nature of their social interactions to their mental health. These changes have affected young people in every corner of the nation and in every type of household
  • Around 2012, I noticed abrupt shifts in teen behaviors and emotional states. The gentle slopes of the line graphs became steep mountains and sheer cliffs, and many of the distinctive characteristics of the Millennial generation began to disappear. In all my analyses of generational data—some reaching back to the 1930s—I had never seen anything like it.
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  • the trends persisted, across several years and a series of national surveys. The changes weren’t just in degree, but in kind.
  • The biggest difference between the Millennials and their predecessors was in how they viewed the world; teens today differ from the Millennials not just in their views but in how they spend their time. The experiences they have every day are radically different from those of the generation that came of age just a few years before them.
  • it was exactly the moment when the proportion of Americans who owned a smartphone surpassed 50 percent.
  • theirs is a generation shaped by the smartphone and by the concomitant rise of social media. I call them iGen
  • Born between 1995 and 2012, members of this generation are growing up with smartphones, have an Instagram account before they start high school, and do not remember a time before the internet.
  • iGen’s oldest members were early adolescents when the iPhone was introduced, in 2007, and high-school students when the iPad entered the scene, in 2010. A 2017 survey of more than 5,000 American teens found that three out of four owned an iPhone.
  • . I had grown accustomed to line graphs of trends that looked like modest hills and valleys. Then I began studying Athena’s generation.
  • More comfortable in their bedrooms than in a car or at a party, today’s teens are physically safer than teens have ever been. They’re markedly less likely to get into a car accident and, having less of a taste for alcohol than their predecessors, are less susceptible to drinking’s attendant ills.
  • Psychologically, however, they are more vulnerable than Millennials were: Rates of teen depression and suicide have skyrocketed since 2011. It’s not an exaggeration to describe iGen as being on the brink of the worst mental-health crisis in decades. Much of this deterioration can be traced to their phones.
  • the twin rise of the smartphone and social media has caused an earthquake of a magnitude we’ve not seen in a very long time, if ever. There is compelling evidence that the devices we’ve placed in young people’s hands are having profound effects on their lives—and making them seriously unhappy.
  • But the allure of independence, so powerful to previous generations, holds less sway over today’s teens, who are less likely to leave the house without their parents. The shift is stunning: 12th-graders in 2015 were going out less often than eighth-graders did as recently as 2009.
  • Today’s teens are also less likely to date. The initial stage of courtship, which Gen Xers called “liking” (as in “Ooh, he likes you!”), kids now call “talking”—an ironic choice for a generation that prefers texting to actual conversation. After two teens have “talked” for a while, they might start dating.
  • only about 56 percent of high-school seniors in 2015 went out on dates; for Boomers and Gen Xers, the number was about 85 percent.
  • The decline in dating tracks with a decline in sexual activity. The drop is the sharpest for ninth-graders, among whom the number of sexually active teens has been cut by almost 40 percent since 1991. The average teen now has had sex for the first time by the spring of 11th grade, a full year later than the average Gen Xer
  • The teen birth rate hit an all-time low in 2016, down 67 percent since its modern peak, in 1991.
  • Nearly all Boomer high-school students had their driver’s license by the spring of their senior year; more than one in four teens today still lack one at the end of high school.
  • In conversation after conversation, teens described getting their license as something to be nagged into by their parents—a notion that would have been unthinkable to previous generations.
  • In the late 1970s, 77 percent of high-school seniors worked for pay during the school year; by the mid-2010s, only 55 percent did. The number of eighth-graders who work for pay has been cut in half.
  • Beginning with Millennials and continuing with iGen, adolescence is contracting again—but only because its onset is being delayed. Across a range of behaviors—drinking, dating, spending time unsupervised— 18-year-olds now act more like 15-year-olds used to, and 15-year-olds more like 13-year-olds. Childhood now stretches well into high school.
  • In an information economy that rewards higher education more than early work history, parents may be inclined to encourage their kids to stay home and study rather than to get a part-time job. Teens, in turn, seem to be content with this homebody arrangement—not because they’re so studious, but because their social life is lived on their phone. They don’t need to leave home to spend time with their friends.
  • eighth-, 10th-, and 12th-graders in the 2010s actually spend less time on homework than Gen X teens did in the early 1990s.
  • The time that seniors spend on activities such as student clubs and sports and exercise has changed little in recent years. Combined with the decline in working for pay, this means iGen teens have more leisure time than Gen X teens did, not less.
  • So what are they doing with all that time? They are on their phone, in their room, alone and often distressed.
  • despite spending far more time under the same roof as their parents, today’s teens can hardly be said to be closer to their mothers and fathers than their predecessors were. “I’ve seen my friends with their families—they don’t talk to them,” Athena told me. “They just say ‘Okay, okay, whatever’ while they’re on their phones. They don’t pay attention to their family.” Like her peers, Athena is an expert at tuning out her parents so she can focus on her phone.
  • The number of teens who get together with their friends nearly every day dropped by more than 40 percent from 2000 to 2015; the decline has been especially steep recently.
  • Eighth-graders who are heavy users of social media increase their risk of depression by 27 percent, while those who play sports, go to religious services, or even do homework more than the average teen cut their risk significantly.
  • The roller rink, the basketball court, the town pool, the local necking spot—they’ve all been replaced by virtual spaces accessed through apps and the web.
  • The results could not be clearer: Teens who spend more time than average on screen activities are more likely to be unhappy, and those who spend more time than average on nonscreen activities are more likely to be happy.
  • There’s not a single exception. All screen activities are linked to less happiness, and all nonscreen activities are linked to more happiness
  • Eighth-graders who spend 10 or more hours a week on social media are 56 percent more likely to say they’re unhappy than those who devote less time to social media
  • If you were going to give advice for a happy adolescence based on this survey, it would be straightforward: Put down the phone, turn off the laptop, and do something—anything—that does not involve a screen
  • Social-networking sites like Facebook promise to connect us to friends. But the portrait of iGen teens emerging from the data is one of a lonely, dislocated generation. Teens who visit social-networking sites every day but see their friends in person less frequently are the most likely to agree with the statements “A lot of times I feel lonely,” “I often feel left out of things,” and “I often wish I had more good friends.” Teens’ feelings of loneliness spiked in 2013 and have remained high since.
  • This doesn’t always mean that, on an individual level, kids who spend more time online are lonelier than kids who spend less time online.
  • Teens who spend more time on social media also spend more time with their friends in person, on average—highly social teens are more social in both venues, and less social teens are less so.
  • The more time teens spend looking at screens, the more likely they are to report symptoms of depression.
  • It’s not only a matter of fewer kids partying; fewer kids are spending time simply hanging out
  • Teens who spend three hours a day or more on electronic devices are 35 percent more likely to have a risk factor for suicide, such as making a suicide plan. (That’s much more than the risk related to, say, watching TV.)
  • Since 2007, the homicide rate among teens has declined, but the suicide rate has increased. As teens have started spending less time together, they have become less likely to kill one another, and more likely to kill themselves. In 2011, for the first time in 24 years, the teen suicide rate was higher than the teen homicide rate.
  • For all their power to link kids day and night, social media also exacerbate the age-old teen concern about being left out.
  • Today’s teens may go to fewer parties and spend less time together in person, but when they do congregate, they document their hangouts relentlessly—on Snapchat, Instagram, Facebook. Those not invited to come along are keenly aware of it. Accordingly, the number of teens who feel left out has reached all-time highs across age groups.
  • Forty-eight percent more girls said they often felt left out in 2015 than in 2010, compared with 27 percent more boys. Girls use social media more often, giving them additional opportunities to feel excluded and lonely when they see their friends or classmates getting together without them.
  • Social media levy a psychic tax on the teen doing the posting as well, as she anxiously awaits the affirmation of comments and likes. When Athena posts pictures to Instagram, she told me, “I’m nervous about what people think and are going to say. It sometimes bugs me when I don’t get a certain amount of likes on a picture.”
  • Girls have also borne the brunt of the rise in depressive symptoms among today’s teens. Boys’ depressive symptoms increased by 21 percent from 2012 to 2015, while girls’ increased by 50 percent—more than twice as much
  • The rise in suicide, too, is more pronounced among girls. Although the rate increased for both sexes, three times as many 12-to-14-year-old girls killed themselves in 2015 as in 2007, compared with twice as many boys
  • Social media give middle- and high-school girls a platform on which to carry out the style of aggression they favor, ostracizing and excluding other girls around the clock.
  • I asked my undergraduate students at San Diego State University what they do with their phone while they sleep. Their answers were a profile in obsession. Nearly all slept with their phone, putting it under their pillow, on the mattress, or at the very least within arm’s reach of the bed. They checked social media right before they went to sleep, and reached for their phone as soon as they woke up in the morning
  • the smartphone is cutting into teens’ sleep: Many now sleep less than seven hours most nights. Sleep experts say that teens should get about nine hours of sleep a night; a teen who is getting less than seven hours a night is significantly sleep deprived
  • Fifty-seven percent more teens were sleep deprived in 2015 than in 1991. In just the four years from 2012 to 2015, 22 percent more teens failed to get seven hours of sleep.
  • Two national surveys show that teens who spend three or more hours a day on electronic devices are 28 percent more likely to get less than seven hours of sleep than those who spend fewer than three hours, and teens who visit social-media sites every day are 19 percent more likely to be sleep deprived.
  • Teens who read books and magazines more often than the average are actually slightly less likely to be sleep deprived—either reading lulls them to sleep, or they can put the book down at bedtime.
  • Sleep deprivation is linked to myriad issues, including compromised thinking and reasoning, susceptibility to illness, weight gain, and high blood pressure. It also affects mood: People who don’t sleep enough are prone to depression and anxiety.
  • correlations between depression and smartphone use are strong enough to suggest that more parents should be telling their kids to put down their phone.
  • What’s at stake isn’t just how kids experience adolescence. The constant presence of smartphones is likely to affect them well into adulthood. Among people who suffer an episode of depression, at least half become depressed again later in life. Adolescence is a key time for developing social skills; as teens spend less time with their friends face-to-face, they have fewer opportunities to practice them
  • Significant effects on both mental health and sleep time appear after two or more hours a day on electronic devices. The average teen spends about two and a half hours a day on electronic devices. Some mild boundary-setting could keep kids from falling into harmful habits.
Javier E

Couples and Dating | Men's Health - 0 views

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shared by Javier E on 18 Mar 12 - Cached
  • in the world of online dating, frivolous similarities really do matter. When researchers at MIT tracked 65,000 online daters for a 2005 study, they observed "significant homophily." Translation: You're typically interested in someone just like you, who likes the same things you do.
  • Finding a decent signal amid all this noise takes work. This is one of the market failures of window-shopping for soul mates, writes behavioral economist Dan Ariely, Ph.D., author of The Upside of Irrationality. He cites this finding from University of Chicago research: A typical online dater spends an average of 12 hours a week screening but only 2 hours dating. Not a good return.
  • All my wife's likes and dislikes—the ones I've had to learn over time—are right there on the screen for some other guy to capitalize on. To make her short list, all he has to do is declare, "Me too!"
  • ...1 more annotation...
  • Not surprisingly, the perception of financial security is a big deal for online Juliets. In one study, Ariely and his colleagues calculated that a man who's 5'9" must outearn a 5'10" suitor by at least $35,000 a year just to be seen as equally attractive.
Javier E

They're Watching You at Work - Don Peck - The Atlantic - 2 views

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shared by Javier E on 16 Dec 13 - No Cached
  • Predictive statistical analysis, harnessed to big data, appears poised to alter the way millions of people are hired and assessed.
  • By one estimate, more than 98 percent of the world’s information is now stored digitally, and the volume of that data has quadrupled since 2007.
  • The application of predictive analytics to people’s careers—an emerging field sometimes called “people analytics”—is enormously challenging, not to mention ethically fraught
  • ...52 more annotations...
  • By the end of World War II, however, American corporations were facing severe talent shortages. Their senior executives were growing old, and a dearth of hiring from the Depression through the war had resulted in a shortfall of able, well-trained managers. Finding people who had the potential to rise quickly through the ranks became an overriding preoccupation of American businesses. They began to devise a formal hiring-and-management system based in part on new studies of human behavior, and in part on military techniques developed during both world wars, when huge mobilization efforts and mass casualties created the need to get the right people into the right roles as efficiently as possible. By the 1950s, it was not unusual for companies to spend days with young applicants for professional jobs, conducting a battery of tests, all with an eye toward corner-office potential.
  • But companies abandoned their hard-edged practices for another important reason: many of their methods of evaluation turned out not to be very scientific.
  • this regime, so widespread in corporate America at mid-century, had almost disappeared by 1990. “I think an HR person from the late 1970s would be stunned to see how casually companies hire now,”
  • Many factors explain the change, he said, and then he ticked off a number of them: Increased job-switching has made it less important and less economical for companies to test so thoroughly. A heightened focus on short-term financial results has led to deep cuts in corporate functions that bear fruit only in the long term. The Civil Rights Act of 1964, which exposed companies to legal liability for discriminatory hiring practices, has made HR departments wary of any broadly applied and clearly scored test that might later be shown to be systematically biased.
  • about a quarter of the country’s corporations were using similar tests to evaluate managers and junior executives, usually to assess whether they were ready for bigger roles.
  • He has encouraged the company’s HR executives to think about applying the games to the recruitment and evaluation of all professional workers.
  • Knack makes app-based video games, among them Dungeon Scrawl, a quest game requiring the player to navigate a maze and solve puzzles, and Wasabi Waiter, which involves delivering the right sushi to the right customer at an increasingly crowded happy hour. These games aren’t just for play: they’ve been designed by a team of neuroscientists, psychologists, and data scientists to suss out human potential. Play one of them for just 20 minutes, says Guy Halfteck, Knack’s founder, and you’ll generate several megabytes of data, exponentially more than what’s collected by the SAT or a personality test. How long you hesitate before taking every action, the sequence of actions you take, how you solve problems—all of these factors and many more are logged as you play, and then are used to analyze your creativity, your persistence, your capacity to learn quickly from mistakes, your ability to prioritize, and even your social intelligence and personality. The end result, Halfteck says, is a high-resolution portrait of your psyche and intellect, and an assessment of your potential as a leader or an innovator.
  • When the results came back, Haringa recalled, his heart began to beat a little faster. Without ever seeing the ideas, without meeting or interviewing the people who’d proposed them, without knowing their title or background or academic pedigree, Knack’s algorithm had identified the people whose ideas had panned out. The top 10 percent of the idea generators as predicted by Knack were in fact those who’d gone furthest in the process.
  • What Knack is doing, Haringa told me, “is almost like a paradigm shift.” It offers a way for his GameChanger unit to avoid wasting time on the 80 people out of 100—nearly all of whom look smart, well-trained, and plausible on paper—whose ideas just aren’t likely to work out.
  • Aptitude, skills, personal history, psychological stability, discretion, loyalty—companies at the time felt they had a need (and the right) to look into them all. That ambit is expanding once again, and this is undeniably unsettling. Should the ideas of scientists be dismissed because of the way they play a game? Should job candidates be ranked by what their Web habits say about them? Should the “data signature” of natural leaders play a role in promotion? These are all live questions today, and they prompt heavy concerns: that we will cede one of the most subtle and human of skills, the evaluation of the gifts and promise of other people, to machines; that the models will get it wrong; that some people will never get a shot in the new workforce.
  • scoring distance from work could violate equal-employment-opportunity standards. Marital status? Motherhood? Church membership? “Stuff like that,” Meyerle said, “we just don’t touch”—at least not in the U.S., where the legal environment is strict. Meyerle told me that Evolv has looked into these sorts of factors in its work for clients abroad, and that some of them produce “startling results.”
  • consider the alternative. A mountain of scholarly literature has shown that the intuitive way we now judge professional potential is rife with snap judgments and hidden biases, rooted in our upbringing or in deep neurological connections that doubtless served us well on the savanna but would seem to have less bearing on the world of work.
  • We may like to think that society has become more enlightened since those days, and in many ways it has, but our biases are mostly unconscious, and they can run surprisingly deep. Consider race. For a 2004 study called “Are Emily and Greg More Employable Than Lakisha and Jamal?,” the economists Sendhil Mullainathan and Marianne Bertrand put white-sounding names (Emily Walsh, Greg Baker) or black-sounding names (Lakisha Washington, Jamal Jones) on similar fictitious résumés, which they then sent out to a variety of companies in Boston and Chicago. To get the same number of callbacks, they learned, they needed to either send out half again as many résumés with black names as those with white names, or add eight extra years of relevant work experience to the résumés with black names.
  • a sociologist at Northwestern, spent parts of the three years from 2006 to 2008 interviewing professionals from elite investment banks, consultancies, and law firms about how they recruited, interviewed, and evaluated candidates, and concluded that among the most important factors driving their hiring recommendations were—wait for it—shared leisure interests.
  • Lacking “reliable predictors of future performance,” Rivera writes, “assessors purposefully used their own experiences as models of merit.” Former college athletes “typically prized participation in varsity sports above all other types of involvement.” People who’d majored in engineering gave engineers a leg up, believing they were better prepared.
  • the prevailing system of hiring and management in this country involves a level of dysfunction that should be inconceivable in an economy as sophisticated as ours. Recent survey data collected by the Corporate Executive Board, for example, indicate that nearly a quarter of all new hires leave their company within a year of their start date, and that hiring managers wish they’d never extended an offer to one out of every five members on their team
  • In the late 1990s, as these assessments shifted from paper to digital formats and proliferated, data scientists started doing massive tests of what makes for a successful customer-support technician or salesperson. This has unquestionably improved the quality of the workers at many firms.
  • In 2010, however, Xerox switched to an online evaluation that incorporates personality testing, cognitive-skill assessment, and multiple-choice questions about how the applicant would handle specific scenarios that he or she might encounter on the job. An algorithm behind the evaluation analyzes the responses, along with factual information gleaned from the candidate’s application, and spits out a color-coded rating: red (poor candidate), yellow (middling), or green (hire away). Those candidates who score best, I learned, tend to exhibit a creative but not overly inquisitive personality, and participate in at least one but not more than four social networks, among many other factors. (Previous experience, one of the few criteria that Xerox had explicitly screened for in the past, turns out to have no bearing on either productivity or retention
  • When Xerox started using the score in its hiring decisions, the quality of its hires immediately improved. The rate of attrition fell by 20 percent in the initial pilot period, and over time, the number of promotions rose. Xerox still interviews all candidates in person before deciding to hire them, Morse told me, but, she added, “We’re getting to the point where some of our hiring managers don’t even want to interview anymore”
  • Gone are the days, Ostberg told me, when, say, a small survey of college students would be used to predict the statistical validity of an evaluation tool. “We’ve got a data set of 347,000 actual employees who have gone through these different types of assessments or tools,” he told me, “and now we have performance-outcome data, and we can split those and slice and dice by industry and location.”
  • Evolv’s tests allow companies to capture data about everybody who applies for work, and everybody who gets hired—a complete data set from which sample bias, long a major vexation for industrial-organization psychologists, simply disappears. The sheer number of observations that this approach makes possible allows Evolv to say with precision which attributes matter more to the success of retail-sales workers (decisiveness, spatial orientation, persuasiveness) or customer-service personnel at call centers (rapport-building)
  • There are some data that Evolv simply won’t use, out of a concern that the information might lead to systematic bias against whole classes of people
  • the idea that hiring was a science fell out of favor. But now it’s coming back, thanks to new technologies and methods of analysis that are cheaper, faster, and much-wider-ranging than what we had before
  • what most excites him are the possibilities that arise from monitoring the entire life cycle of a worker at any given company.
  • Now the two companies are working together to marry pre-hire assessments to an increasing array of post-hire data: about not only performance and duration of service but also who trained the employees; who has managed them; whether they were promoted to a supervisory role, and how quickly; how they performed in that role; and why they eventually left.
  • What begins with an online screening test for entry-level workers ends with the transformation of nearly every aspect of hiring, performance assessment, and management.
  • I turned to Sandy Pentland, the director of the Human Dynamics Laboratory at MIT. In recent years, Pentland has pioneered the use of specialized electronic “badges” that transmit data about employees’ interactions as they go about their days. The badges capture all sorts of information about formal and informal conversations: their length; the tone of voice and gestures of the people involved; how much those people talk, listen, and interrupt; the degree to which they demonstrate empathy and extroversion; and more. Each badge generates about 100 data points a minute.
  • he tried the badges out on about 2,500 people, in 21 different organizations, and learned a number of interesting lessons. About a third of team performance, he discovered, can usually be predicted merely by the number of face-to-face exchanges among team members. (Too many is as much of a problem as too few.) Using data gathered by the badges, he was able to predict which teams would win a business-plan contest, and which workers would (rightly) say they’d had a “productive” or “creative” day. Not only that, but he claimed that his researchers had discovered the “data signature” of natural leaders, whom he called “charismatic connectors” and all of whom, he reported, circulate actively, give their time democratically to others, engage in brief but energetic conversations, and listen at least as much as they talk.
  • His group is developing apps to allow team members to view their own metrics more or less in real time, so that they can see, relative to the benchmarks of highly successful employees, whether they’re getting out of their offices enough, or listening enough, or spending enough time with people outside their own team.
  • Torrents of data are routinely collected by American companies and now sit on corporate servers, or in the cloud, awaiting analysis. Bloomberg reportedly logs every keystroke of every employee, along with their comings and goings in the office. The Las Vegas casino Harrah’s tracks the smiles of the card dealers and waitstaff on the floor (its analytics team has quantified the impact of smiling on customer satisfaction). E‑mail, of course, presents an especially rich vein to be mined for insights about our productivity, our treatment of co-workers, our willingness to collaborate or lend a hand, our patterns of written language, and what those patterns reveal about our intelligence, social skills, and behavior.
  • people analytics will ultimately have a vastly larger impact on the economy than the algorithms that now trade on Wall Street or figure out which ads to show us. He reminded me that we’ve witnessed this kind of transformation before in the history of management science. Near the turn of the 20th century, both Frederick Taylor and Henry Ford famously paced the factory floor with stopwatches, to improve worker efficiency.
  • “The quantities of data that those earlier generations were working with,” he said, “were infinitesimal compared to what’s available now. There’s been a real sea change in the past five years, where the quantities have just grown so large—petabytes, exabytes, zetta—that you start to be able to do things you never could before.”
  • People analytics will unquestionably provide many workers with more options and more power. Gild, for example, helps companies find undervalued software programmers, working indirectly to raise those people’s pay. Other companies are doing similar work. One called Entelo, for instance, specializes in using algorithms to identify potentially unhappy programmers who might be receptive to a phone cal
  • He sees it not only as a boon to a business’s productivity and overall health but also as an important new tool that individual employees can use for self-improvement: a sort of radically expanded The 7 Habits of Highly Effective People, custom-written for each of us, or at least each type of job, in the workforce.
  • the most exotic development in people analytics today is the creation of algorithms to assess the potential of all workers, across all companies, all the time.
  • The way Gild arrives at these scores is not simple. The company’s algorithms begin by scouring the Web for any and all open-source code, and for the coders who wrote it. They evaluate the code for its simplicity, elegance, documentation, and several other factors, including the frequency with which it’s been adopted by other programmers. For code that was written for paid projects, they look at completion times and other measures of productivity. Then they look at questions and answers on social forums such as Stack Overflow, a popular destination for programmers seeking advice on challenging projects. They consider how popular a given coder’s advice is, and how widely that advice ranges.
  • The algorithms go further still. They assess the way coders use language on social networks from LinkedIn to Twitter; the company has determined that certain phrases and words used in association with one another can distinguish expert programmers from less skilled ones. Gild knows these phrases and words are associated with good coding because it can correlate them with its evaluation of open-source code, and with the language and online behavior of programmers in good positions at prestigious companies.
  • having made those correlations, Gild can then score programmers who haven’t written open-source code at all, by analyzing the host of clues embedded in their online histories. They’re not all obvious, or easy to explain. Vivienne Ming, Gild’s chief scientist, told me that one solid predictor of strong coding is an affinity for a particular Japanese manga site.
  • Gild’s CEO, Sheeroy Desai, told me he believes his company’s approach can be applied to any occupation characterized by large, active online communities, where people post and cite individual work, ask and answer professional questions, and get feedback on projects. Graphic design is one field that the company is now looking at, and many scientific, technical, and engineering roles might also fit the bill. Regardless of their occupation, most people leave “data exhaust” in their wake, a kind of digital aura that can reveal a lot about a potential hire.
  • professionally relevant personality traits can be judged effectively merely by scanning Facebook feeds and photos. LinkedIn, of course, captures an enormous amount of professional data and network information, across just about every profession. A controversial start-up called Klout has made its mission the measurement and public scoring of people’s online social influence.
  • Mullainathan expressed amazement at how little most creative and professional workers (himself included) know about what makes them effective or ineffective in the office. Most of us can’t even say with any certainty how long we’ve spent gathering information for a given project, or our pattern of information-gathering, never mind know which parts of the pattern should be reinforced, and which jettisoned. As Mullainathan put it, we don’t know our own “production function.”
  • Over time, better job-matching technologies are likely to begin serving people directly, helping them see more clearly which jobs might suit them and which companies could use their skills. In the future, Gild plans to let programmers see their own profiles and take skills challenges to try to improve their scores. It intends to show them its estimates of their market value, too, and to recommend coursework that might allow them to raise their scores even more. Not least, it plans to make accessible the scores of typical hires at specific companies, so that software engineers can better see the profile they’d need to land a particular job
  • Knack, for its part, is making some of its video games available to anyone with a smartphone, so people can get a better sense of their strengths, and of the fields in which their strengths would be most valued. (Palo Alto High School recently adopted the games to help students assess careers.) Ultimately, the company hopes to act as matchmaker between a large network of people who play its games (or have ever played its games) and a widening roster of corporate clients, each with its own specific profile for any given type of job.
  • When I began my reporting for this story, I was worried that people analytics, if it worked at all, would only widen the divergent arcs of our professional lives, further gilding the path of the meritocratic elite from cradle to grave, and shutting out some workers more definitively. But I now believe the opposite is likely to happen, and that we’re headed toward a labor market that’s fairer to people at every stage of their careers
  • For decades, as we’ve assessed people’s potential in the professional workforce, the most important piece of data—the one that launches careers or keeps them grounded—has been educational background: typically, whether and where people went to college, and how they did there. Over the past couple of generations, colleges and universities have become the gatekeepers to a prosperous life. A degree has become a signal of intelligence and conscientiousness, one that grows stronger the more selective the school and the higher a student’s GPA, that is easily understood by employers, and that, until the advent of people analytics, was probably unrivaled in its predictive powers.
  • the limitations of that signal—the way it degrades with age, its overall imprecision, its many inherent biases, its extraordinary cost—are obvious. “Academic environments are artificial environments,” Laszlo Bock, Google’s senior vice president of people operations, told The New York Times in June. “People who succeed there are sort of finely trained, they’re conditioned to succeed in that environment,” which is often quite different from the workplace.
  • because one’s college history is such a crucial signal in our labor market, perfectly able people who simply couldn’t sit still in a classroom at the age of 16, or who didn’t have their act together at 18, or who chose not to go to graduate school at 22, routinely get left behind for good. That such early factors so profoundly affect career arcs and hiring decisions made two or three decades later is, on its face, absurd.
  • I spoke with managers at a lot of companies who are using advanced analytics to reevaluate and reshape their hiring, and nearly all of them told me that their research is leading them toward pools of candidates who didn’t attend college—for tech jobs, for high-end sales positions, for some managerial roles. In some limited cases, this is because their analytics revealed no benefit whatsoever to hiring people with college degrees; in other cases, and more often, it’s because they revealed signals that function far better than college history,
  • Google, too, is hiring a growing number of nongraduates. Many of the people I talked with reported that when it comes to high-paying and fast-track jobs, they’re reducing their preference for Ivy Leaguers and graduates of other highly selective schools.
  • This process is just beginning. Online courses are proliferating, and so are online markets that involve crowd-sourcing. Both arenas offer new opportunities for workers to build skills and showcase competence. Neither produces the kind of instantly recognizable signals of potential that a degree from a selective college, or a first job at a prestigious firm, might. That’s a problem for traditional hiring managers, because sifting through lots of small signals is so difficult and time-consuming.
  • all of these new developments raise philosophical questions. As professional performance becomes easier to measure and see, will we become slaves to our own status and potential, ever-focused on the metrics that tell us how and whether we are measuring up? Will too much knowledge about our limitations hinder achievement and stifle our dreams? All I can offer in response to these questions, ironically, is my own gut sense, which leads me to feel cautiously optimistic.
  • Google’s understanding of the promise of analytics is probably better than anybody else’s, and the company has been changing its hiring and management practices as a result of its ongoing analyses. (Brainteasers are no longer used in interviews, because they do not correlate with job success; GPA is not considered for anyone more than two years out of school, for the same reason—the list goes on.) But for all of Google’s technological enthusiasm, these same practices are still deeply human. A real, live person looks at every résumé the company receives. Hiring decisions are made by committee and are based in no small part on opinions formed during structured interviews.
Javier E

Wine-tasting: it's junk science | Life and style | The Observer - 0 views

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taste sense perception research

shared by Javier E on 03 Jul 13 - No Cached
  • google_ad_client = 'ca-guardian_js'; google_ad_channel = 'lifeandstyle'; google_max_num_ads = '3'; // Comments Click here to join the discussion. We can't load the discussion on guardian.co.uk because you don't have JavaScript enabled. if (!!window.postMessage) { jQuery.getScript('http://discussion.guardian.co.uk/embed.js') } else { jQuery('#d2-root').removeClass('hd').html( '' + 'Comments' + 'Click here to join the discussion.We can\'t load the ' + 'discussion on guardian.co.uk ' + 'because your web browser does not support all the features that we ' + 'need. If you cannot upgrade your browser to a newer version, you can ' + 'access the discussion ' + 'here.' ); } Wor
  • Hodgson approached the organisers of the California State Fair wine competition, the oldest contest of its kind in North America, and proposed an experiment for their annual June tasting sessions.Each panel of four judges would be presented with their usual "flight" of samples to sniff, sip and slurp. But some wines would be presented to the panel three times, poured from the same bottle each time. The results would be compiled and analysed to see whether wine testing really is scientific.
  • Results from the first four years of the experiment, published in the Journal of Wine Economics, showed a typical judge's scores varied by plus or minus four points over the three blind tastings. A wine deemed to be a good 90 would be rated as an acceptable 86 by the same judge minutes later and then an excellent 94.
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  • Hodgson's findings have stunned the wine industry. Over the years he has shown again and again that even trained, professional palates are terrible at judging wine."The results are disturbing," says Hodgson from the Fieldbrook Winery in Humboldt County, described by its owner as a rural paradise. "Only about 10% of judges are consistent and those judges who were consistent one year were ordinary the next year."Chance has a great deal to do with the awards that wines win."
  • French academic Frédéric Brochet tested the effect of labels in 2001. He presented the same Bordeaux superior wine to 57 volunteers a week apart and in two different bottles – one for a table wine, the other for a grand cru.The tasters were fooled.When tasting a supposedly superior wine, their language was more positive – describing it as complex, balanced, long and woody. When the same wine was presented as plonk, the critics were more likely to use negatives such as weak, light and flat.
  • In 2011 Professor Richard Wiseman, a psychologist (and former professional magician) at Hertfordshire University invited 578 people to comment on a range of red and white wines, varying from £3.49 for a claret to £30 for champagne, and tasted blind.People could tell the difference between wines under £5 and those above £10 only 53% of the time for whites and only 47% of the time for reds. Overall they would have been just as a successful flipping a coin to guess.
  • why are ordinary drinkers and the experts so poor at tasting blind? Part of the answer lies in the sheer complexity of wine.For a drink made by fermenting fruit juice, wine is a remarkably sophisticated chemical cocktail. Dr Bryce Rankine, an Australian wine scientist, identified 27 distinct organic acids in wine, 23 varieties of alcohol in addition to the common ethanol, more than 80 esters and aldehydes, 16 sugars, plus a long list of assorted vitamins and minerals that wouldn't look out of place on the ingredients list of a cereal pack. There are even harmless traces of lead and arsenic that come from the soil.
  • "People underestimate how clever the olfactory system is at detecting aromas and our brain is at interpreting them," says Hutchinson."The olfactory system has the complexity in terms of its protein receptors to detect all the different aromas, but the brain response isn't always up to it. But I'm a believer that everyone has the same equipment and it comes down to learning how to interpret it." Within eight tastings, most people can learn to detect and name a reasonable range of aromas in wine
  • People struggle with assessing wine because the brain's interpretation of aroma and bouquet is based on far more than the chemicals found in the drink. Temperature plays a big part. Volatiles in wine are more active when wine is warmer. Serve a New World chardonnay too cold and you'll only taste the overpowering oak. Serve a red too warm and the heady boozy qualities will be overpowering.
  • Colour affects our perceptions too. In 2001 Frédérick Brochet of the University of Bordeaux asked 54 wine experts to test two glasses of wine – one red, one white. Using the typical language of tasters, the panel described the red as "jammy' and commented on its crushed red fruit.The critics failed to spot that both wines were from the same bottle. The only difference was that one had been coloured red with a flavourless dye
  • Other environmental factors play a role. A judge's palate is affected by what she or he had earlier, the time of day, their tiredness, their health – even the weather.
  • Robert Hodgson is determined to improve the quality of judging. He has developed a test that will determine whether a judge's assessment of a blind-tasted glass in a medal competition is better than chance. The research will be presented at a conference in Cape Town this year. But the early findings are not promising."So far I've yet to find someone who passes," he says.
Javier E

OKCupid Publishes Findings of User Experiments - NYTimes.com - 0 views

www.nytimes.com/...dings-of-user-experiments.html

dating experiment online dating social science

shared by Javier E on 29 Jul 14 - No Cached
  • “If you use the Internet, you’re the subject of hundreds of experiments at any given time, on every site,” Christian Rudder, president of OKCupid, wrote on the company’s blog. “That’s how websites work.”
  • Ms. Harris said, however, that her expectations for online dating were low regardless of percentages displayed. If the experiment was short-lived and produced better matchmaking, she said, “It’s not that big a deal.
  • OKCupid’s user agreement says that when a person signs up for the site, personal data may be used in research and analysis.
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  • “We told users something that wasn’t true. I’m definitely not hiding from that fact,” said Mr. Rudder, OKCupid’s president. But he said the tests were done to determine how people can get the most from the site. “People come to us because they want the website to work, and we want the website to work.
  • when the site obscured all profile photos one day, users engaged in more meaningful conversations, exchanged more contact details and responded to first messages more often. They got to know each other. But when pictures were reintroduced on the site, many of those conversations stopped cold.
Javier E

An Algorithm Isn't Always the Answer - The New York Times - 1 views

www.nytimes.com/...-algorithms-online-dating.html

algorithm love optimization psychology knowledge

shared by Javier E on 25 Nov 17 - No Cached
  • in just about every aspect of my life I seek order and safety.
  • Picture me on Tinder circa 2014.
  • Here are my search criteria: I’m looking for men in my area (no farther than three miles away, because traveling is such a hassle and I take too many cabs as it is) who are anywhere from two years younger than me up to 10 years older (going on the assumption that women mature more quickly than men). And for goodness’ sake, my friends would tell me, find a man who isn’t a writer — they’re way too emotionally unstable. Certainly if I could check most of those items off the checklist, I’d find love or some good enough approximation of it. Advertisement Continue reading the main story
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  • How did it go? I was absolutely miserable dating appropriate-age marketing associates who lived near me. I always wanted to be at home reading instead
  • Then one night I held a reading with some authors I admire at a bookstore, and I threw an after-party at my favorite dive bar. In walked a friend of a friend who I sort of knew from the internet but who I’d never met in real life. He is six years younger than I am (way too young for me) and he lived in Harlem (that’s a $40 cab fare from my home in Brooklyn) and he’s a writer/comedian (warning flags coming at me from every direction). But we talked and he charmed me. He was online dating, too, but I never would’ve found him on an app. He wasn’t on my metaphorical vision board, but he fit into my real life in ways I never could’ve imagined. He’s my husband now. (He likes David Foster Wallace.)
  • The internet is supposed to make it easier for us to find people and places and perfect gifts, and more profitable for companies that offer those services. And yet here I am, with my too-old dog and my too-young husband and my ever-growing book collection, happier than I could have predicted.
  • It’s risky not to have data, to be without numbers you can plug in when you’re looking for something or someone to love. We think we know exactly what we want. But I hope that our guts remain true to our hearts, and in this world measured by clicks and stars and highest customer reviews, we remember that some rules are made to be broken in the most delightful of ways.
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