I think the trend toward 3s, dunks, and free throws is here to stay… much to the chagrin of many NBA fans. As you stated, the expected points per shot are highest there. Data analytics and Morey have certainly moved the needle there, and I would argue they have pushed teams toward flexibility on the defensive end as well… with more successful teams stocking up on players 6’5-6’10 who can switch onto any position. However, I agree that the playoffs are a different beast from the regular season. Most teams in the NBA have a massive center, and a relatively massive power forward, and the rest of the roster sort of swaps in and out. I believe the playoffs are exactly why. In a typical season, the playoffs arrive after a grueling 82 game stretch, and then teams launch into 7 game series. having massive humans requires other teams to expend effort preventing those massive humans from rebounding, and scoring in the paint. The Rockets suffer in these areas in the playoffs, and are thus extremely reliant on making shots and on refs calling fouls. If you can’t rebound, and you aren’t going to score in the paint, you better make your 3s! And as you mentioned, 3s come and go. If you have two bad games or even a single bad game from 3 point land, that can cost you a series. Without big men, there is no back up plan, and no good way to adjust mid series or mid game.
As many others have said, I am concerned about how this technology could widen the gap in income distribution in the U.S. Given that humans have a tendency to like and invest in people who are similar (or who they deem similar) to themselves, we now have a concentration of wealth and top caliber employment opportunities among those with similar backgrounds (family education/income levels, individual schooling, etc.). HireVue seems to reinforce these existing and problematic trends. I could see the same technology being used by potential VC investors. i.e. how does this company leader compare to past successful leaders. All in all I find HireVue scary, and while I recognize the time saving benefits, I think the societal costs are too great.
I agree that regulation is lagging behind employer innovation in data collection and use. I’m curious to see the interaction effects between that trend, and the upcoming expected consolidation of employer power that results from COVID. In an era with smaller corporations and a strong overall job market, with less consolidated economic activity (i.e. no google, amazon, etc.), my tendency would be to let companies collect and use data as they will (assuming they meet the basic standards of getting consent and providing education). I would assume that employees would effectively regulate employers by voting with their feet, and moving to employers they do not find so invasive if they are uncomfortable with data collection. However, crises like COVID serve to further consolidate employment opportunities, with the likely failure of many small businesses, and the continued success of tech giants. I am concerned that large companies will use this opportunity to advance cost saving or productivity boosting agendas, without regard to what many of us would consider basic human liberties (owning our own health data).