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High-resolution Vision-Language Models (VLMs) are widely used in multimodal tasks to enhance accuracy by preserving detailed image information. However, these models often generate an excessive number of visual tokens due to the need to encode multiple partitions of a high-resolution image input. Processing such a large number of visual tokens through multiple transformer networks poses significant computational challenges, particularly for resource-constrained commodity GPUs. To address this challenge, we propose High-Resolution Early Dropping (HiRED), a plug-and-play token-dropping method designed to operate within a fixed token budget. HiRED leverages the attention of CLS token in the vision transformer (ViT) to assess the visual content of the image partitions and allocate an optimal token budget for each partition accordingly. The most informative visual tokens from each partition within the allocated budget are then selected and passed to the subsequent Large Language Model (LLM). We showed that HiRED achieves superior accuracy and performance, compared to existing token-dropping methods. Empirically, HiRED-20% (i.e., a 20% token budget) on LLaVA-Next-7B achieves a 4.7x incre

Academia is profoundly influenced by faculty hiring networks, which serve as critical conduits for knowledge dissemination and the formation of collaborative research initiatives. While extensive research in various disciplines has revealed the institutional hierarchies inherent in these networks, their impacts within GIScience remain underexplored. To fill this gap, this study analyzes the placement patterns of 946 GIScience faculty worldwide by mapping the connections between PhD-granting institutions and current faculty affiliations. Our dataset, which is compiled from volunteer-contributed information, is the most comprehensive collection available in this field. While there may be some limitations in its representativeness, its scope and depth provide a unique and valuable perspective on the global placement patterns of GIScience faculty. Our analysis reveals several influential programs in placing GIScience faculty, with hiring concentrated in the western countries. We examined the diversity index to assess the representation of regions and institutions within the global GIScience faculty network. We observe significant internal retention at both the continental and country l

There is a strong association between the quality of the writing in a resume for new labor market entrants and whether those entrants are ultimately hired. We show that this relationship is, at least partially, causal: a field experiment in an online labor market was conducted with nearly half a million jobseekers in which a treated group received algorithmic writing assistance. Treated jobseekers experienced an 8% increase in the probability of getting hired. Contrary to concerns that the assistance is taking away a valuable signal, we find no evidence that employers were less satisfied. We present a model in which better writing is not a signal of ability but helps employers ascertain ability, which rationalizes our findings.

Although freelancing work has grown substantially in recent years, in part facilitated by a number of online labor marketplaces, (e.g., Guru, Freelancer, Amazon Mechanical Turk), traditional forms of "in-sourcing" work continue being the dominant form of employment. This means that, at least for the time being, freelancing and salaried employment will continue to co-exist. In this paper, we provide algorithms for outsourcing and hiring workers in a general setting, where workers form a team and contribute different skills to perform a task. We call this model team formation with outsourcing. In our model, tasks arrive in an online fashion: neither the number nor the composition of the tasks is known a-priori. At any point in time, there is a team of hired workers who receive a fixed salary independently of the work they perform. This team is dynamic: new members can be hired and existing members can be fired, at some cost. Additionally, some parts of the arriving tasks can be outsourced and thus completed by non-team members, at a premium. Our contribution is an efficient online cost-minimizing algorithm for hiring and firing team members and outsourcing tasks. We present theoretic

We consider a stochastic online problem where $n$ applicants arrive over time, one per time step. Upon arrival of each applicant their cost per time step is revealed, and we have to fix the duration of employment, starting immediately. This decision is irrevocable, i.e., we can neither extend a contract nor dismiss a candidate once hired. In every time step, at least one candidate needs to be under contract, and our goal is to minimize the total hiring cost, which is the sum of the applicants' costs multiplied with their respective employment durations. We provide a competitive online algorithm for the case that the applicants' costs are drawn independently from a known distribution. Specifically, the algorithm achieves a competitive ratio of 2.965 for the case of uniform distributions. For this case, we give an analytical lower bound of 2 and a computational lower bound of 2.148. We then adapt our algorithm to stay competitive even in settings with one or more of the following restrictions: (i) at most two applicants can be hired concurrently; (ii) the distribution of the applicants' costs is unknown; (iii) the total number $n$ of time steps is unknown. On the other hand, we show

We investigate the hiring problem where a sequence of applicants is sequentially interviewed, and a decision on whether to hire an applicant is immediately made based on the applicant's score. For the maximal and average improvement strategies, the decision depends on the applicant's score and the scores of all employees, i.e., previous successful applicants. For local improvement strategies, an interviewing committee randomly chosen for each applicant makes the decision depending on the score of the applicant and the scores of the members of the committee. These idealized hiring strategies capture the challenges of decision-making under uncertainty. We probe the average score of the best employee, the probability of hiring all first $N$ applicants, the fraction of superior companies in which, throughout the evolution, every hired applicant has a score above expected, etc.

In this paper we introduce the hiring under uncertainty problem to model the questions faced by hiring committees in large enterprises and universities alike. Given a set of $n$ eligible candidates, the decision maker needs to choose the sequence of candidates to make offers so as to hire the $k$ best candidates. However, candidates may choose to reject an offer (for instance, due to a competing offer) and the decision maker has a time limit by which all positions must be filled. Given an estimate of the probabilities of acceptance for each candidate, the hiring under uncertainty problem is to design a strategy of making offers so that the total expected value of all candidates hired by the time limit is maximized. We provide a 2-approximation algorithm for the setting where offers must be made in sequence, an 8-approximation when offers may be made in parallel, and a 10-approximation for the more general stochastic knapsack setting with finite probes.

The hiring problem is studied for general strategies based only on the relative ranking of the candidates; this includes some well known strategies studied before such as hiring above the median. We give general limit theorems for the number of hired candidates and some other properties, extending previous results. The results exhibit a dichotomy between two classes of rank-based strategies: either the asymptotics of the process are determined by the early events, with a.s. convergence of suitably normalized random variables, or there is a mixing behaviour without long-term memory and with asymptotic normality.

In many countries and institutions around the world, the hiring of workers is made through open competitions. In them, candidates take tests and are ranked based on scores in exams and other predetermined criteria. Those who satisfy some eligibility criteria are made available for hiring from a "pool of workers." In each of an ex-ante unknown number of rounds, vacancies are announced, and workers are then hired from that pool. When the scores are the only criterion for selection, the procedure satisfies desired fairness and independence properties. We show that when affirmative action policies are introduced, the established methods of reserves and procedures used in Brazil, France, and Australia, fail to satisfy those properties. We then present a new rule, which we show to be the unique rule that extends static notions of fairness to problems with multiple rounds while satisfying aggregation independence, a consistency requirement. Finally, we show that if multiple institutions hire workers from a single pool, even minor consistency requirements are incompatible with variations in the institutions' rules.

The COVID-19 pandemic has been influencing travel behaviour in many urban areas around the world since the beginning of 2020. As a consequence, bike-sharing schemes have been affected partly due to the change in travel demand and behaviour as well as a shift from public transit. This study estimates the varying effect of the COVID-19 pandemic on the London bike-sharing system (Santander Cycles) over the period March-December 2020. We employed a Bayesian second-order random walk time-series model to account for temporal correlation in the data. We compared the observed number of cycle hires and hire time with their respective counterfactuals (what would have been if the pandemic had not happened) to estimate the magnitude of the change caused by the pandemic. The results indicated that following a reduction in cycle hires in March and April 2020, the demand rebounded from May 2020, remaining in the expected range of what would have been if the pandemic had not occurred. This could indicate the resiliency of Santander Cycles. With respect to hire time, an important increase occurred in April, May, and June 2020, indicating that bikes were hired for longer trips, perhaps partly due to

Very often in some censorious healthcare scenario, there may be a need to have some expert consultancies (especially by doctors) that are not available in-house to the hospital. With the advancement in technologies (such as video conferencing, smartphone, etc.), it has become reality that, for the critical medical cases in the hospitals, expert consultants (ECs) from around the world could be hired, who will serve the patients by their physical or virtual presence. Earlier, this interesting healthcare scenario of hiring the ECs (mainly doctors) from outside of the hospitals had been studied with the robust concepts of mechanism design with or without money. We have tried to model the ECs (mainly doctors) hiring problem as a two-sided matching problem. In this paper, for the first time, to the best of our knowledge, we explore the more realistic two-sided matching in our set-up, where the members of the two participating communities, namely patients and doctors are revealing the strict preference ordering over all the members of the opposite community for a stipulated amount of time. We assume that patients and doctors are strategic in nature. With the theoretical analysis, we demon

Machine learning predictors have been increasingly applied in production settings, including in one of the world's largest hiring platforms, Hired, to provide a better candidate and recruiter experience. The ability to provide actionable feedback is desirable for candidates to improve their chances of achieving success in the marketplace. Until recently, however, methods aimed at providing actionable feedback have been limited in terms of realism and latency. In this work, we demonstrate how, by applying a newly introduced method based on Generative Adversarial Networks (GANs), we are able to overcome these limitations and provide actionable feedback in real-time to candidates in production settings. Our experimental results highlight the significant benefits of utilizing a GAN-based approach on our dataset relative to two other state-of-the-art approaches (including over 1000x latency gains). We also illustrate the potential impact of this approach in detail on two real candidate profile examples.

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Faculty hiring networks-who hires whose graduates as faculty-exhibit steep hierarchies, which can reinforce both social and epistemic inequalities in academia. Understanding the mechanisms driving these patterns would inform efforts to diversify the academy and shed new light on the role of hiring in shaping which scientific discoveries are made. Here, we investigate the degree to which structural mechanisms can explain hierarchy and other network characteristics observed in empirical faculty hiring networks. We study a family of adaptive rewiring network models, which reinforce institutional prestige within the hierarchy in five distinct ways. Each mechanism determines the probability that a new hire comes from a particular institution according to that institution's prestige score, which is inferred from the hiring network's existing structure. We find that structural inequalities and centrality patterns in real hiring networks are best reproduced by a mechanism of global placement power, in which a new hire is drawn from a particular institution in proportion to the number of previously drawn hires anywhere. On the other hand, network measures of biased visibility are better rec

This paper views hiring as a contextual bandit problem: to find the best workers over time, firms must balance exploitation (selecting from groups with proven track records) with exploration (selecting from under-represented groups to learn about quality). Yet modern hiring algorithms, based on supervised learning approaches, are designed solely for exploitation. Instead, we build a resume screening algorithm that values exploration by evaluating candidates according to their statistical upside potential. Using data from professional services recruiting within a Fortune 500 firm, we show that this approach improves the quality (as measured by eventual hiring rates) of candidates selected for an interview, while also increasing demographic diversity, relative to the firm's existing practices. The same is not true for traditional supervised learning based algorithms, which improve hiring rates but select far fewer Black and Hispanic applicants. Together, our results highlight the importance of incorporating exploration in developing decision-making algorithms that are potentially both more efficient and equitable.

The HiRes Collaboration has recently announced preliminary measurements of the energy spectrum of ultra-high energy cosmic rays (UHECR), as seen in monocular analyses from each of the two HiRes sites. This spectrum is consistent with the existence of the GZK cutoff, as well other aspects of the energy loss processes that cause the GZK cutoff. Based on the analytic energy loss formalism of Berezinsky {\it et al.}, the HiRes spectra favor a distribution of extragalactic sources that has a similar distribution to that of luminous matter in the universe, both in its local over-density and in its cosmological evolution.

We fit the HiRes ultra-high energy cosmic ray (UHECR) spectrum measurements with broken power laws in order to identify features. These fits find the previously observed feature known as the Ankle at 10**18.5 eV, as well as evidence for a suppression at higher energies, above 10**19.8 eV. We use the integral spectrum and the E_1/2 test to identify this high energy suppression with the GZK suppression. Finally, we use a model of uniformly distributed extragalactic proton sources together with a phenomenological model of the galactic cosmic ray spectrum to compare the HiRes spectra to what should be expected from the GZK suppression, and to measure how the extragalactic sources must evolve and what the input spectral slope must be to fit the HiRes data. Fits using updated spectra will be presented in Pune.

Widespread developments in automation have reduced the need for human input. However, despite the increased power of machine learning, in many contexts these programs make decisions that are problematic. Biases within data and opaque models have amplified human prejudices, giving rise to such tools as Amazon's (now defunct) experimental hiring algorithm, which was found to consistently downgrade resumes when the word "women's" was added before an activity. This article critically surveys the existing legal and technological landscape surrounding algorithmic hiring. We argue that the negative impact of hiring algorithms can be mitigated by greater transparency from the employers to the public, which would enable civil advocate groups to hold employers accountable, as well as allow the U.S. Department of Justice to litigate. Our main contribution is a framework for automated hiring transparency, algorithmic transparency reports, which employers using automated hiring software would be required to publish by law. We also explain how existing regulations in employment and trade secret law can be extended by the Equal Employment Opportunity Commission and Congress to accommodate these r

Software engineers are responsible for developing, maintaining, and innovating software. To hire software engineers, organizations employ a tech hiring pipeline. This process typically consists of a series of steps to evaluate the extent to which applicants meet job requirements and can effectively contribute to a development team -- such as resume screenings and technical interviews. However, research highlights substantial flaws with current tech hiring practices -- such as bias from stress-inducing assessments. As the landscape of software engineering (SE) is dramatically changing, assessing the technical proficiency and abilities of software engineers is an increasingly crucial task to meet technological needs and demands. In this paper, we outline challenges in current hiring practices and present future directions to promote fair and evidence-based evaluations in tech hiring pipelines. Our vision aims to enhance outcomes for candidates and assessments for employers to enhance the workforce in the tech industry.

The High Resolution Fly's Eye (HiRes) experiment has observed the GZK cutoff. HiRes observes two features in the ultra-high energy cosmic ray (UHECR) flux spectrum: the Ankle at an energy of $4\times10^{18}$ eV and a high energy suppression at $6\times10^{19}$ eV. The later feature is at exactly the right energy for the GZK cutoff according to the $E_{1/2}$ criterion. HiRes cannot claim to observe a third feature at lower energies, the Second Knee. The HiRes monocular spectra are presented, along with data demonstrating our control and understanding of systematic uncertainties affecting the energy and flux measurements.