The Weather--And More
No one can predict the future, of course, but statistical analysis can make estimates with varying levels of accuracy about the future. And we rely on these estimates all the time in our lives: the weather, risks associated with certain behaviors (smoking, eating fatty foods), the likelihood of a sporting team or political candidate winning, the ups and downs of the stock market. Still, as we go about our days it can be easy to forget these probabilities; our most profound interaction with statistics, after all, is usually deciding whether or not to bring an umbrella to work.
In business, however--and especially in the social impact / financial services business--we are constantly making guesses about the future. As a recent incident has highlighted, hiring an employee can be a crapshoot; when all is said and done, the interview process is all about reducing the risk of a bad hire to the lowest level possible. The challenge? People are complicated. They are hard to judge, and each person has different judgement. One person may seem lackluster on paper and phenomenal in-person, only to turn out to be unreliable and irresponsible. Another may receive a tepid letter of recommendation yet thrive in a particular role: maybe it's the new environment, maybe it's the tasks associated with the position, or maybe it's something else.
No one can predict the future, of course, but statistical analysis can make estimates with varying levels of accuracy about the future. And we rely on these estimates all the time in our lives: the weather, risks associated with certain behaviors (smoking, eating fatty foods), the likelihood of a sporting team or political candidate winning, the ups and downs of the stock market. Still, as we go about our days it can be easy to forget these probabilities; our most profound interaction with statistics, after all, is usually deciding whether or not to bring an umbrella to work.
In business, however--and especially in the social impact / financial services business--we are constantly making guesses about the future. As a recent incident has highlighted, hiring an employee can be a crapshoot; when all is said and done, the interview process is all about reducing the risk of a bad hire to the lowest level possible. The challenge? People are complicated. They are hard to judge, and each person has different judgement. One person may seem lackluster on paper and phenomenal in-person, only to turn out to be unreliable and irresponsible. Another may receive a tepid letter of recommendation yet thrive in a particular role: maybe it's the new environment, maybe it's the tasks associated with the position, or maybe it's something else.


