The original article includes few corrections. They are as follows: The affiliation of the authors was published as: Department of Industrial Engineering and Innovation Sciences (IE&IS), Philosophy&Ethics Capacity Group, TU/e, Eindhoven, NL, Netherlands. It must be published as: Matthew J, Dennis 1. Department of Industrial Engineering&Innovation Sciences (IE&IS), Philosophy&Ethics Capacity Group, TU/e, Eindhoven, The Netherlands. Evgeni Aizenberg 2, 3 Department of Intelligent Systems, Delft University of Technology, Delft, The Netherlands AiTech Interdisciplinary Research Program on Meaningful Human Control over AI, Delft University of Technology, Delft, The Netherlands In original article, Footnotes 1 and 2 must be switched. It must be published as: Footnote 1: ModernHire claims a 70% reduction in interview-tohire ratio (2021). HireVue claims a 90% decrease from initial application to hire (2021). To get an idea of what this amounts to in practice, see Forbes’ interview of Leena Nair, Unilever’s chief of HR. Nair claims that approximately “70,000 person-hours of interviewing and assessing candidates had been cut, thanks to their automated screening system” (Forbes 2018). Footnote 2: Pymetrics urges employers not to “judge a job seeker by their resume alone.” Instead, the company proposes that their “objective behavioural data that measures a job seeker’s true potential” are better predictors of future productivity rather than “focusing on backward-looking resumes orself-reported questionnaires” The following reference must be deleted. Jarrahi, M. H., Newlands, G., Lee, M. K., Wolf, C. T., Kinder, E., and Sutherland, W. (2021). Algorithmic management in a work context. Big Data and Society, 8(2), 20539517211020332. https://doi. org/10.1177/20539517211020332 The original article has been corrected.

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In this paper, we examine the epistemological and ontological assumptions algorithmic hiring assessments make about job seekers’ attributes (e.g., competencies, skills, abilities) and the ethical implications of these assumptions. Given that both traditional psychometric hiring assessments and algorithmic assessments share a common set of underlying assumptions from the psychometric paradigm, we turn to literature that has examined the merits and limitations of these assumptions, gathering insights across multiple disciplines and several decades. Our exploration leads us to conclude that algorithmic hiring assessments are incompatible with attributes whose meanings are context-dependent and socially constructed. Such attributes call instead for assessment paradigms that offer space for negotiation of meanings between the job seeker and the employer. We argue that in addition to questioning the validity of algorithmic hiring assessments, this raises an often overlooked ethical impact on job seekers’ autonomy over self-representation: their ability to directly represent their identity, lived experiences, and aspirations. Infringement on this autonomy constitutes an infringement on job seekers’ dignity. We suggest beginning to address these issues through epistemological and ethical reflection regarding the choice of assessment paradigm, the means to implement it, and the ethical impacts of these choices. This entails a transdisciplinary effort that would involve job seekers, hiring managers, recruiters, and other professionals and researchers. Combined with a socio-technical design perspective, this may help generate new ideas regarding appropriate roles for human-to-human and human–technology interactions in the hiring process.@en

The impact of social media technologies (SMTs) on digital wellbeing has become an increasingly important puzzle for ethicists of technology. In this article, we explain why individualised theories of digital wellbeing (DWB) can only solve part of this puzzle. While an individualised conception of DWB is useful for understanding online self-regulation, we contend that we must seek greater understanding of how SMTs connect us. To build an account of this, we locate the conceptual resources for our account in Confucian ethics. In contrast to individualised conceptions of human flourishing that are found in the Western tradition, Confucian thinkers strongly emphasise that individuals cannot flourish alone, but need wider social structures (partner, family, society, nation). Not only do strands of Confucian ethics explain how individuals are defined by the roles they take up in relationships, but this perspective also makes practical suggestions for how these roles can be cultivated. We conclude our article by identifying the Confucian notions that seem to have most promise for the future design of SMTs.@en

The costs of the COVID-19 pandemic are yet to be calculated, but they include the loss of millions of lives and the destruction of countless livelihoods. What is certain is that the SARS-CoV-2 virus has changed the way we live for the foreseeable future. It has forced many to live in ways they would have previously thought impossible. As well as challenging scientists and medical professionals to address urgent value conflicts in the short term, COVID-19 has raised slower-burning value questions for corporations, public institutions, governments, and policymakers. In simple terms, the pandemic has brought what we care about into sharp relief, both collectively and individually. Whether this revaluation of our values will last beyond the current pandemic is unknown. Once COVID-19 has been tamed, will the desire to return to our previous lives be irresistible? Or will living under pandemic conditions have taught us something that will be incorporated into how we design our future lives and technologies? These are hard questions for the ethics of technology, which this volume aims to explore and address.@en