I’m aware. Those cases all extend though. Because a lot of times the decision isn’t intended to be a concrete answer.
I just had to conduct an interview. I got to talk to the person for a whole hour. And now I need to determine if we should hire this person.
I definitely have insufficient information. No interview process has ever finished with an abundance of complete information (well, if the candidate is bad enough or just screaming slurs the whole time, that’s pretty complete). And yet I have to make a serious decision that has real consequences for my company AND for the candidate.
I don’t get the option to gather more information. I get it. This case is not fun to deal with.
But regardless of what the company says, the question isn’t “do I think this person will without a doubt be our top employee” or “WILL this person succeed” … the question is “Given the information at hand, do I think there is a higher likelihood of the person succeeding or struggling?” I can make a decision based on “given the information at hand” … and when I do, I always qualify it as such.
If I say yes, and they hire the person, and they don’t fit at the company, I can still just point to “they answered all the interview questions properly” and it’s not my fault things went poorly. I may also say no to amazing candidates who just didn’t represent themselves well in the interview. Even if I cannot make a sound decision, I have to make one though.
And maybe I’m just unlucky in life, but I feel like I face a lot of situations where I need to make decisions with incomplete information just because more information isn’t available, or time is truly a factor in the decision. Some of life is always going to require some guesswork. And we can just try our best to make educated guesses. There is no such thing as “complete” information.
But I fully agree with you that there are situations where some people are just impatient, and corners are cut. But a lot of neurotypicals often don’t like those people too. That’s not just “neurotypicals do this” … that’s “lazy/impatient people do this” and I guess I’m lucky in the sense that I rarely have to deal with this, but then again, I work in a field where basically everyone is on the spectrum.
I fully agree with you that there are situations where some people are just impatient, and corners are cut
👍
a lot of neurotypicals often don’t like those people too
Unfortunately, that is not my experience.
the question isn’t “do I think this person will without a doubt be our top employee” or “WILL this person succeed” … the question is “Given the information at hand, do I think there is a higher likelihood of the person succeeding or struggling?” […] If I say yes, and they hire the person, and they don’t fit at the company, I can still just point to “they answered all the interview questions properly” and it’s not my fault things went poorly.
This is an instance of your case 1, which is not really what this thread is about.
I’m aware. Those cases all extend though. Because a lot of times the decision isn’t intended to be a concrete answer.
I just had to conduct an interview. I got to talk to the person for a whole hour. And now I need to determine if we should hire this person.
I definitely have insufficient information. No interview process has ever finished with an abundance of complete information (well, if the candidate is bad enough or just screaming slurs the whole time, that’s pretty complete). And yet I have to make a serious decision that has real consequences for my company AND for the candidate.
I don’t get the option to gather more information. I get it. This case is not fun to deal with.
But regardless of what the company says, the question isn’t “do I think this person will without a doubt be our top employee” or “WILL this person succeed” … the question is “Given the information at hand, do I think there is a higher likelihood of the person succeeding or struggling?” I can make a decision based on “given the information at hand” … and when I do, I always qualify it as such.
If I say yes, and they hire the person, and they don’t fit at the company, I can still just point to “they answered all the interview questions properly” and it’s not my fault things went poorly. I may also say no to amazing candidates who just didn’t represent themselves well in the interview. Even if I cannot make a sound decision, I have to make one though.
And maybe I’m just unlucky in life, but I feel like I face a lot of situations where I need to make decisions with incomplete information just because more information isn’t available, or time is truly a factor in the decision. Some of life is always going to require some guesswork. And we can just try our best to make educated guesses. There is no such thing as “complete” information.
But I fully agree with you that there are situations where some people are just impatient, and corners are cut. But a lot of neurotypicals often don’t like those people too. That’s not just “neurotypicals do this” … that’s “lazy/impatient people do this” and I guess I’m lucky in the sense that I rarely have to deal with this, but then again, I work in a field where basically everyone is on the spectrum.
👍
Unfortunately, that is not my experience.
This is an instance of your case 1, which is not really what this thread is about.
Your experience is incomplete and a poor basis for making judgements about large groups of people.
Touché! But my experience of my experience is complete. (Like, perhaps, my misfortune in this respect…)