M2: Judging Talent

Question 1

Fundamental Attribution Error

Answer 1

Description: The perceiver tends to overestimate the extent to which the target is responsible for his or her actions

e.g., boss appears unresponsive, we assume lack of interpersonal skill rather than pressure they are facing

Question 2

Similar-to-me Bias

Answer 2

Description: People perceive others who are more similar to themselves (much) more positively than they perceive others who are more dissimilar

e.g., supervisors evaluate subordinates who are more similar to them more positively than they deserve

Question 3

Primacy Effect

Answer 3

The primacy effect is a cognitive bias and refers to an individual’s tendency to better remember the first piece of information they encounter than the information they receive later on.

1. Anchoring and insufficient adjustment
2. Self-fulfilling prophecy

Question 4

Self-fulfilling prophecy

Answer 4

1) we form certain beliefs of people

2) we communicate our expectations with various cues

3) people tend to respond to these cues by adjusting their behavior to match them

4) the result is that the original expectation becomes fulfilled

Question 5

Work Sample Test

Answer 5

Proven method for overcoming biases in interviews

1. Identify competencies
2. Create the assessment
3. Validate the assessment

Question 6

Reading: Talent Identification Tools

Answer 6

1. Job Interviews
2. Assessment Centers
3. IQ Tests
4. Personality Assessments

Old school methods
5. Biodata
6. the CV (ie. resume)
7. The 360 feedback survey
8. Situational judgement test

Question 7

Situational Judgement Test

Answer 7

Hybrid of intelligence and personality test to assess three main attributes:
1. knowledge / skills
2. interpersonal / social competence
3. other personality traits (drive, openness, etc.)