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	<title>Hiring - Trotzendorff</title>
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	<description>Running over sticks and stones</description>
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		<title>Algorithmic Monocultures: AI’s Overlooked Diversity Problem</title>
		<link>https://trotzendorff.de/psychology/algorithmic-monocultures-ais-overlooked-diversity-problem/</link>
					<comments>https://trotzendorff.de/psychology/algorithmic-monocultures-ais-overlooked-diversity-problem/#respond</comments>
		
		<dc:creator><![CDATA[Trotzendorff]]></dc:creator>
		<pubDate>Fri, 05 Jun 2026 06:55:06 +0000</pubDate>
				<category><![CDATA[Psychology]]></category>
		<category><![CDATA[Workplace]]></category>
		<category><![CDATA[AI]]></category>
		<category><![CDATA[Algorithms]]></category>
		<category><![CDATA[Hiring]]></category>
		<category><![CDATA[Organizational Psychology]]></category>
		<guid isPermaLink="false">https://trotzendorff.de/?p=53984</guid>

					<description><![CDATA[Until recently, companies at least had to make the same mistakes independently. One organization might overvalue prestigious universities. Another might mistake confidence for competence. A third might quietly screen out unconventional careers. Their judgments were often flawed. But they were flawed in different ways. Now we are building systems that allow organizations to make the same mistake together. Much of the debate around AI asks whether machines can make better decisions than humans. Reasonable question. Possibly the wrong one. A more consequential question is what happens when large numbers of organizations begin relying on the same systems to decide on their behalf. A recent study of more than four million job applications across 156 employers points toward an answer. The researchers describe the emergence of an »algorithmic monoculture«: a situation in which organizations increasingly depend on the same vendors, the same models, and ultimately the same logic for evaluating candidates. The term shifts the focus. Suddenly the issue is not only whether a system is biased, but what happens when everyone uses it. From Bias &#8230;]]></description>
		
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		<title>Welcome to the Hiring Simulator — the Strategy Game Nobody Enjoys</title>
		<link>https://trotzendorff.de/psychology/welcome-to-the-hiring-simulator-the-strategy-game-nobody-enjoys/</link>
					<comments>https://trotzendorff.de/psychology/welcome-to-the-hiring-simulator-the-strategy-game-nobody-enjoys/#respond</comments>
		
		<dc:creator><![CDATA[Trotzendorff]]></dc:creator>
		<pubDate>Mon, 23 Feb 2026 17:22:31 +0000</pubDate>
				<category><![CDATA[Psychology]]></category>
		<category><![CDATA[Workplace]]></category>
		<category><![CDATA[Algorithms]]></category>
		<category><![CDATA[Culture]]></category>
		<category><![CDATA[Economics]]></category>
		<category><![CDATA[Hiring]]></category>
		<guid isPermaLink="false">https://trotzendorff.de/?p=53816</guid>

					<description><![CDATA[There’s this story we keep telling about the job market: it’s tough out there. Fine. I can live with that. And I’m saying this as someone currently in it — reorienting on the way to my next role. I’m having conversations, doing calls, sending applications, waiting, looking closely at what’s out there. And there’s this slightly surreal experience of trying to meet a system where it is, without letting it define me. But first, let me be clear: I get it. Fewer openings, more applicants, smart people competing for the same roles — that’s real. Labor markets have always been cyclical, and economists have data for that. What doesn’t make sense is the vibe. Scrolling through my feeds lately feels less like »people looking for work« and more like watching a weird strategy game. Everyone is min-maxing their character build. And I’m not exempt — I catch myself doing it, too. You start out thinking you’ll just be honest and clear, and two weeks later you’re squinting at job ads like they’re riddles, asking yourself &#8230;]]></description>
		
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