Hey Richard, thanks a lot for reading and for your valuable comment. Interesting note about the DEI vs equality of opportunity point, I haven’t thought about it.
I still think that we should continue in-person conferences, all I’m saying is that we need to improve the quality of online conferences and also help people to travel to offline conferences and events more easily (this is not just an EA issue, all industries who host offline events have this problem due to COVID visa application delays—we don’t know how long they will last).
I’m grateful that you pointed out the lack of evidence that removing IQ and maths tests won’t affect the quality of hire. There is certainly a lot of debate about this issue and I think that significantly more research needs to be done into this. I quite like this article that looks like past and most recent studies and summarises the conclusion whether or not we should use IQ to predict job performance:
Perhaps I should have been clearer when I argued this, as my main point is that due to the lack of high quality research and solid conclusions, we don’t know if IQ is really a good predictor of high job performance or not. Some still use IQ-like tests anyway and it will have a flow-through effect of poorer decision making due to everyone in the team with the same background and way of thinking.
Hey Richard, thanks a lot for reading and for your valuable comment.
Interesting note about the DEI vs equality of opportunity point, I haven’t thought about it.
I still think that we should continue in-person conferences, all I’m saying is that we need to improve the quality of online conferences and also help people to travel to offline conferences and events more easily (this is not just an EA issue, all industries who host offline events have this problem due to COVID visa application delays—we don’t know how long they will last).
I’m grateful that you pointed out the lack of evidence that removing IQ and maths tests won’t affect the quality of hire. There is certainly a lot of debate about this issue and I think that significantly more research needs to be done into this. I quite like this article that looks like past and most recent studies and summarises the conclusion whether or not we should use IQ to predict job performance:
Perhaps I should have been clearer when I argued this, as my main point is that due to the lack of high quality research and solid conclusions, we don’t know if IQ is really a good predictor of high job performance or not. Some still use IQ-like tests anyway and it will have a flow-through effect of poorer decision making due to everyone in the team with the same background and way of thinking.