Why Confidence during recruitment can be Misleading!

Confidence vs. Competence: Confidence is how good you think you are at something, while competence is how good you actually are. Confidence is more subjective and can inaccurately represent or exaggerate your skill level.
In this episode, we discuss the following:
👉 The Dilemma : People often hire based on confidence, assuming competence.
👉 The Impact of Privilege
👉 The Drawbacks of Overconfidence
👉 Strategies for Hiring and Promoting
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 Hi, my name is Mary Francis Shannon. I am an intern with Ellis Advantage, and I've been working with Sheila Walsh on inclusive leadership strategies. And this topic is one that's come up a lot is the difference between confidence and competence. So I'll be talking to you about how to recruit talented leaders and employees and not just those who are confident.
So, Begin with, I'll be talking about the difference between competence and confidence in their definitions, as well as explaining how this difference creates a dilemma and why that dilemma matters to you. And then I'll discuss three strategies for hiring and promoting based off competence and not just competence.
So, Competence is how good you are at something and confidence is how good you think you are at something. So confident competence is your actual level of talent and it can be very objective. Whereas confidence helps you portray your talent to others. So it can inadequately present your skill level or it could exaggerate it or it can be accurate, but it's more subjective.
And so why does this matter if you are hiring or promoting and say you've hired people and they're not stepping up to the job or performing how they said they would, or if you just wanna make the right decision in the future, or if you in general just want to be a more inclusive leader. Recognising the difference between these two and making decisions accordingly can help.
So the issue with the difference between confidence and competence is that people tend to hire on the basis of confidence, assuming competence and the traits required to get the job, such as confidence aren't always the same traits required to actually do the job. So there's a lot of bias in the hiring and promoting process, and there's a study on the perception of overconfidence and observers rated the con more confident students as.
Smarter and more hireable, but without any objective evidence to support these ratings. So this is a dangerous bias because you want employees and those in leadership to possess more skills than just confidence. You want confidence to be accompanied by other skills, but. Another thing to consider is that people also vary greatly in their innate levels of confidence and how much confidence they show regardless of their actual competence and privilege has a lot to do with this.
So people from upper class families present themselves as more confident and actually have a greater, somewhat unearned sense of confidence. And throughout the research literature. People from upper class families believed that they outperformed others on various tasks, when in reality they really only scored average.
So when recognising that some people are at a disadvantage in terms of having confidence instilled in them expressing it, it can seem like the answer is suggest, help underprivileged people to lean in and tell them to be more confident or at least present themselves more confidently. But while confidence is still a very valuable trait, it shouldn't have the weight that it does because it's still only a subjective feeling about oneself and the be more confident approach still has some drawbacks. So first, expressing confidence alone can actually backfire for some 'cause. Studies have shown that.