I’d like to note though, that one part of my brain insists that this approach increases “false positive hires”, where there is some probability for every application of the employer selecting me for a role someone else would be more suitable for, reducing counterfactual impact.
Spending time to figure out if I consider myself suitable instead of just applying would reduce this probability.
“Just applying” is likely still be the optimum default for the community as a whole by reducing false negatives (people not applying for roles they end up being a superior fit for compared to others) and accepting the false positives. Additionally, the false positives seem to have less downsides as they can be ideally identified quickly, with the false negatives not having a feedback loop to identify this counterfactual loss.
I like this advice and plan to follow it myself.
I’d like to note though, that one part of my brain insists that this approach increases “false positive hires”, where there is some probability for every application of the employer selecting me for a role someone else would be more suitable for, reducing counterfactual impact.
Spending time to figure out if I consider myself suitable instead of just applying would reduce this probability.
“Just applying” is likely still be the optimum default for the community as a whole by reducing false negatives (people not applying for roles they end up being a superior fit for compared to others) and accepting the false positives. Additionally, the false positives seem to have less downsides as they can be ideally identified quickly, with the false negatives not having a feedback loop to identify this counterfactual loss.