Why You Lost That Job to an Idiot
NEW YORK (TheStreet) -- Losing a job opportunity is tough enough, but losing a job to a less-qualified candidate is really pouring salt on the wound.
Employers are really turning the screws on you by using bad information and lousy due diligence practices that lead to job offers for unqualified candidates.
"We would like to believe that the people who are making judgments that affect our lives -- where we get hired or what school we are admitted to -- have the wisdom to understand who we are, what we are capable of, what shortcomings aren't our fault," says Don Moore, a professor at the University of California at Berkeley's Haas School of Business. "But our research shows people evaluating us have a great deal of trouble considering situational factors or context."
Moore has just completed a thorough look at the poor choices managers make when filling jobs and co-written an academic article on the topic, along with fellow Samuel and Francesco Gino, an associate professor at Harvard Business School. Zachariah S. Sharek, director of strategy and innovation at CivicScience, also contributed.In the report, Moore cites two mythical job applicants -- John and Dave, who are applying for the same senior management post at Los Angeles International Airport. Both have comparable experience, with John working at an airport in Oakland, Calif., and Dave at San Francisco's. graduate school experience. Moore says John and Dave have roughly equal grad school qualifications, but John comes out of a school that reportedly has easier grading systems than Dave does. That affects the hiring decision and leaves Dave out of luck, primarily because his graduate school deployed more stringent GPA-calculation strategies. "Our results suggested that alumni from institutions with lenient grading had a leg up in admission to grad school, and the reason for that is the admissions decision-makers mistakenly attributed their high grades to high abilities," Moore says. Employers say they want to leverage situational differences when vetting job candidates, but given the opportunity to do so, they blow it off, Moore says. He calls that a "systematic bias" that often jettisons better candidates.
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