Who often choose experienced employers: hardworking and talented

"We appreciate the hard-working employees - say many employers - we need those who have worked tirelessly seeks results ..." Scientists have found out, does this phrase cunning ...

"Those who work hard will be rewarded according to merit" - you probably have heard similar phrases, and perhaps even sincerely agree with them. Yes, you have to be hard-working and, clenching his teeth, hard climb career and the social ladder through labor years. But dry statistics shows that every day these ideals as betrayed when employers prefer candidates with the talent and untapped potential for those who achieved good results thanks to the hard work.

We think we can become outstanding professionals get new features, including social mobility, if we have the motivation and we will work hard. We are ready to subscribe to every word of it, but still choose talent.

Tsai Chia-Jung (Chia-Jung Tsay)

Tsai studies have confirmed that even a writer and pop sociologist Malcolm Gladwell (Malcolm Gladwell) christened natural preference data. Tsai and Harvard psychologist Mahzarin Banazhi (Mahzarin Banaji) asked 103 professional musicians to evaluate two performers on the basis of their specifications and records written games fragment "Three Parsley motion" ballet Stravinsky. In fact, it was the same musician, but a description of the emphasis was placed on what he has achieved results through hard work, and the other - the fact that he developed his talent.

The questionnaire survey participants indicated that they mostly appreciate the effort and practice, rather than innate ability. However, when it came time to evaluate the "musicians", they set higher talented person assessment and predicted him a great success in future.

In subsequent studies, it was found that most favored by experienced musicians talents than novices, and in fact, experts usually make decisions about hiring.

Tsai suggested that talent plays an important role only in a creative environment, and expanded the area of ​​research. She chose a business that values ​​hard work and experience, and actual achievements are valued even higher than the possible success.

The experience was similar to the previous one: the subjects read two businessmen, one characteristic of the emphasis was placed on the experience and hard work, in the other - on a natural talent. Then entrepreneurs We made minute speech, presenting the same business proposals.

Once again, the talented get better grades. Study participants indicated that they no longer liked his performance and they were willing to invest in his business or hire such an employee.

And that participants with significant business experience were particularly partial to the talents.

In a separate experiment, Cai found out how much natural selection data prevents employers and those looking for business partners. Participants in the study viewed entrepreneurs, Divided into pairs: outstanding innate abilities and successes achieved by hard work. The characteristics of the businessmen were given work experience, leadership factor, attracted capital. Once again, participants with more experience were willing to give up part of applicants with good performance for their talented rivals.

We risk when rejecting qualified candidates with obvious achievements and give preference to those who seem to have an innate talent. But recognizing the fact that we subconsciously choose such people, we can better identify them and hire those who have more developed valuable for quality and who are more likely to help us achieve success in the long term term.

Tsai Chia-Jung (Chia-Jung Tsay)

As for the candidates, then during his interview with an experienced professional best to focus for talent, rather than talk about hard work.

In further studies, Tsai hopes to get an idea of ​​why preference is given to natural data. Perhaps the fact that people unconsciously perceived talent as a more sustainable response and associate it with the inevitable success.