I’ll let you in on a secret. In these situations where you have two similarly qualified candidates, if one is actually more qualified in some small way, the employer doesn’t have any way of telling which one that is during the hiring process. It’s not that precise.
What qualifies being qualified for a job? Should I hire the person who knows a little bit less but is really pleasant to be around and like learning new things or the person who clearly knows more but is a huge pain to be around, thinks he’s better than everyone else, and doesn’t think he has anything more to learn?
I take it you’ve never been a hiring manager or worked in HR. Hires are almost never made on an objective basis, the bias of interviewers/assessors inevitably affect outcomes. In the absence of positive discrimination, on average, this means unfair outcomes for minorities (because some people are bigots and most people have unconscious bias against out-groups).
So if you were equally qualified what should the manager think about when deciding between you two?
Flip a coin because I don’t hire unlucky people
They should choose the more qualified, if there’s literally no difference I suppose to be totally fair it should be random.
I’ll let you in on a secret. In these situations where you have two similarly qualified candidates, if one is actually more qualified in some small way, the employer doesn’t have any way of telling which one that is during the hiring process. It’s not that precise.
What qualifies being qualified for a job? Should I hire the person who knows a little bit less but is really pleasant to be around and like learning new things or the person who clearly knows more but is a huge pain to be around, thinks he’s better than everyone else, and doesn’t think he has anything more to learn?
Whatever your criteria are, as long as they aren’t based on protected characteristics such as race, gender, etc
I take it you’ve never been a hiring manager or worked in HR. Hires are almost never made on an objective basis, the bias of interviewers/assessors inevitably affect outcomes. In the absence of positive discrimination, on average, this means unfair outcomes for minorities (because some people are bigots and most people have unconscious bias against out-groups).