Enjablog

I came across an article on the Psychology of voting that cited a study that was done a few years ago:
“Unskilled and Unaware of It: How Difficulties in Recognizing One’s Own Incompetence Lead to Inflated Self-Assessments.” (PDF of original paper)

I think I’ve seen references to this in passing before, but I decided to look it up today and read the actual paper. It was marginally reassuring to me that the concluding remarks in their paper expressed similar apprehensions as I experienced when reading their results:

In sum, we present this article as an exploration into why people tend to hold overly optimistic and miscalibrated views about themselves. We propose that those with limited knowledge in a domain suffer a dual burden: Not only do they reach mistaken conclusions and make regrettable errors, but their incompetence robs them of the ability to realize it. Although we feel we have done a competent job in making a strong case for this analysis, studying it empirically, and drawing out relevant implications, our thesis leaves us with one haunting worry that we cannot vanquish. That worry is that this article may contain faulty logic, methodological errors, or poor communication. Let us assure our readers that to the extent this article is imperfect, it is not a sin we have committed knowingly.

This also brings to mind the confidence that many people have in job hiring processes and their personal judgment when it comes to interviews. I have witnessed the failures in this process enough times to recognize that I certainly don’t trust my own judgment, much less that of others. While I recognize that it is a necessary part of the process to meet and interact with a potential hire in order to finalize the decision, I find it rare that interviewers put in the effort to learn anything new about a candidate aside from what they might have learned from a sheet of paper or a brief phone or email interview. And yet, most interviewers believe that they are a good judge of character and that meeting this person will make all the difference.

Right.

Try telling them otherwise.

But really… After an interview, ask yourself:
- What have you learned about this person that you didn’t already know before?
- How does this person stand out from the average population?
- Do you ask standard questions when you interview? What information are you gaining by asking these aside from what the person explicitly wants you to believe?
- Do you have a better idea of how this person thinks, works, etc?
- How does this person’s opinion of him/herself compare to their actual abilities?
- Do you ask for references? Do you contact those references?

I was discussing in passing with Ian the other day how people should have references from ex-bf/gfs when starting new relationships. But isn’t it the responsibility of the person doing the hiring to ask for those references? So, if you’re dating someone and don’t know their friends, history, etc. it’s your responsibility to do your research. It many cases, it’s not in a person’s interest to offer that information up front. So why wouldn’t you ask?