Diversity-aware search for people, content, events AND Diversity-aware hiring and evaluation
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Diversity-aware search for people, content, events AND Diversity-aware hiring and evaluation

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My presentation at the LiquidPub Trust workshop http://interdisciplines.org/conferences/Workshop-on-Trust-and-Reputation

My presentation at the LiquidPub Trust workshop http://interdisciplines.org/conferences/Workshop-on-Trust-and-Reputation

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  • Project proposal in Web 2.0 the guy reviewed only MAS work in Web 2.0. What about Web 2.0? How many of you heard about multi-agent Web 2.0 systems?
  • Not only communities, but also form – blog, presentation, etc
  • Our definition covers most of the existing definitions

Diversity-aware search for people, content, events AND Diversity-aware hiring and evaluation Diversity-aware search for people, content, events AND Diversity-aware hiring and evaluation Presentation Transcript

  • Trusting Differently: Diversity-aware search for people, content, events Judith Simon, Institut Nicod, CNRS Aliaksandr Birukou , University of Trento, Italy [Insert header here] [Insert footer]
  • Motivation
    • Information overload
    • Paradoxically - Narrowing the scope
    • People tend to (implicitly) trust known content, people, events
    • “ See only what you want to see, hear only what you want to hear, read only what you want to read” Cass Sunstein
    • "It's what you don't know that can kill you” J. Mullins
    • “ The scarce resource now is the attention” Bernardo Huberman
    [Insert header here] [Insert footer]
  • Question 1 - What is your discipline?
    • Computer Science: 24
    • Social sciences: 2
    • Philosophy: 3
    • Sociology of science: 1
    • Physical systems: 1
    • Unknown: 2
    [Insert header here] [Insert footer]
  • Question 2
    • How many of you met people from another discipline working on trust before?
    [Insert header here] [Insert footer]
  • Scientific entities
    • People: researchers, readers
    • Content: papers, articles, datasets, blogs,
    • Events: conferences, workshops, summer schools
    • … plus publication venues : journals, newspapers, magazines, open repositories
    [Insert header here] [Insert footer] /13
  • Dimensions of content
    • Relevance
    • Reputation
    [Insert header here] [Insert footer] /13
  • One more dimension - diversity [Insert header here] [Insert footer]
  • Roadmap
    • Fix two out of three dimensions:
      • Relevance – metrics from information retrieval
      • Reputation – based on links or citations
    • Design diversity metrics:
      • Existing research on diversity in web search
      • Community network of scientific entities
    • Apply results
      • To discover hidden links between scientific entities
      • To analyze and avoid conflicts of interest
    [Insert header here] [Insert footer]
  • Desired outcome
    • A recommender system that
      • Recommends content, events, people to researchers
    • Matches papers with reviewers
      • To get diverse viewpoints on the same paper
    • Assigns papers to panels/sessions with different degrees of similarity/diversity
      • To increase homogeneity or have more vivid discussion
    [Insert header here] [Insert footer] /13
  • What we need
    • Topic discovery
      • … e.g., by keyphrase extraction
    • Trust and reputation metrics
      • … but we are probably in the right place
    [Insert header here] [Insert footer] /13
  • Thanks for your attention Contact me at birukou@gmail.com [Insert header here] [Insert footer]
  • Diversity-aware hiring in science Aliaksandr Birukou , University of Trento, Italy Fabio Casati, University of Trento, Italy [Insert header here] [Insert footer]
  • Motivation
    • You’ve seen that already…
    • Now, consider hiring committees
    • Same problems – select people similar to you/group/department
    [Insert header here] [Insert footer] /13
  • Argument
    • Hiring people different from the ones already working in the research group, department, or university can bring new contacts, viewpoints and communities
      • But only if the person has all required competences
    [Insert header here] [Insert footer] /13
    • Culture includes:
      • experience
      • [patterns of] behavior
      • knowledge
      • beliefs
      • norms
    • Culture is:
      • shared
      • accummulated
      • learned
      • socially transmitted
      • socially acquired
    Defining culture. Content vs. its properties Aliaksandr Birukou - Implicit Culture Framework for behavior transfer that are and Traits transmitted shared Culture =
  • Metrics on scientific/cultural difference
    • Scientific traits: where publish, research interests, …
    • Culture traits: experience, patterns of behaviors, beliefs, knowledge, …
    • Metrics can be based on the differences between “the culture” of an individual and the research group/department:
      • Common culture (culture overlap) is the set of traits that is present in both cultures
      • Culture similarity is the degree to which two cultures are similar, i.e. how much they have in common
      • Culture fit is the ratio between the culture overlap and the number of traits in the other culture
    [Insert header here] [Insert footer] /13
  • Judging people from other communities
    • Improve the reputation of a stranger by showing where she stays in her community (top 5%/bottom 10%)
    [Insert header here] [Insert footer] /13
  • But…
    • How do you define “top 5%” or “bottom 10%”?
    [Insert header here] [Insert footer] /13
  • uCount
    • Community-defined index
    • The goal is to put in place a merit-based, objective, transparent system for assessing people, contributions, and events, one that does not simply focus on "impact" but focuses on the wide range of contributions that can be made
    • Will be maintained by ICST and EAI
    • Please volunteer to become a member of the uCount council
    [Insert header here] [Insert footer] /13
  • Call for members of uCount council
    • What is required
      • Willingness to help your community to design better metrics, metrics that matter
      • Some spare time to define selection procedures, tools for community interaction
      • Some spare time for involving your community in finding what matters for them (see Dumas et al – correlation between metrics)
    • Timeline
      • Expression of interest: by January 4 th
      • Involving your community: by January 30th
    [Insert header here] [Insert footer] /13
  • More
    • The LiquidPub project. http://project.liquidpub.org
    • Google liquidpub-announce and subscribe if you are interested (VERY low traffic): http://disi.unitn.it/mailman/listinfo/liquidpub-announce
    • Or, subscribe to our blog : http://liquidpub.wordpress.com
    • Or, follow us on twitter : http://twitter.com/liquidpub