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arXiv 1709.03441cs.LG
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多样性队列选择问题

The Diverse Cohort Selection Problem

University of Maryland(马里兰大学);George Washington University(乔治华盛顿大学);Tufts University(塔夫茨大学)

Candice Schumann, Samsara N. Counts, Jeffrey S. Foster, John P. Dickerson

摘要:

一家公司应该如何分配其有限的面试资源,从大量的求职者中选择最佳的新员工?该公司应该如何分配便宜但嘈杂的简历筛选和昂贵但深入的面对面面试?我们认为这个问题通过镜头的组合纯探索(CPE)在多臂的强盗设置,中央学习代理执行昂贵的探索一组武器之前,选择一个最终的子集与一些组合结构。我们概括了最近的CPE算法的设置,手臂拉可以有不同的成本和返回不同级别的信息。然后,我们证明了理论上的上限一般类拉臂策略在这个新的设置。我们将我们的通用算法应用到一个现实世界中的组合结构问题:将多样性纳入大学招生。我们从美国最大的计算机科学研究生课程之一的招生中获取真实数据,并显示我们的算法模拟产生了一个具有整体效用的群体,同时花费与该大学当前招生过程相当的预算。

英文摘要:

How should a firm allocate its limited interviewing resources to select the optimal cohort of new employees from a large set of job applicants? How should that firm allocate cheap but noisy resume screenings and expensive but in-depth in-person interviews? We view this problem through the lens of combinatorial pure exploration (CPE) in the multi-armed bandit setting, where a central learning agent performs costly exploration of a set of arms before selecting a final subset with some combinatorial structure. We generalize a recent CPE algorithm to the setting where arm pulls can have different costs and return different levels of information. We then prove theoretical upper bounds for a general class of arm-pulling strategies in this new setting. We apply our general algorithm to a real-world problem with combinatorial structure: incorporating diversity into university admissions. We take real data from admissions at one of the largest US-based computer science graduate programs and show that a simulation of our algorithm produces a cohort with hiring overall utility while spending comparable budget to the current admissions process at that university.

机构、总结、中文摘要均由AI分析而来,可能存在错误,请以论文正文为准。

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