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Article Title: Why hiring the ‘best’ people
produces the least creative results
This article discusses that organisations need people with insight
and knowledge about the aspect of work they are dealing with rather
than only the ones who have high grades. The author starts with his
logic course professor David Griffin who he met again at a
conference at traffic modes. There his professor gave a wonderful
suggestion to make the task simpler than what suggested by the
speakers.
Then further the author discusses the 3 characteristics of the
professor Griffin incident. Firstly those problems are complex; they
contain contexts that are difficult to explain. Secondly great ideas
born from insight and not magic. Process occurs gradually. Thirdly
these Ideas are birthed in a team, through various ideas and inputs.
The complexity of modern problems often precludes any one person
to understand them fully
The author gives us examples that it takes diversity to lead not
simply high scores according to some performance criteria. Even
with a knowledge domain, no test or criteria applied to individuals will
produce the best team . Each of these domains possesses such
depth and breadth, that no test can exist. The author emphasis that
optimum hiring depends on contest and such teams are bound to be
diverse.
The author concludes that the fallacy of meritocracy persists.
Corporations, non-profits, governments, universities and even
preschools test, score and hire the ‘best’. This all but guarantees not
creating the best team. Ranking people by common criteria produces
homogeneity. And when biases creep in, it results in people who
look like those making the decisions.

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 ’
Article Title: Why hiring the ‘best’ people
produces the least creative results
● Enormous: very large in size, quantity, or
extent.

● Meritocracy: a society governed by people

selected according to merit

● Domain: a specified sphere of activity or

knowledge.

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CAT-2022 FIRST VA-RC BATCH
STARTS ON 13 DECEMBER 2021

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