Hiring for Innovation and the “Diversity Bonus” by breaking your engineer recruiting process
<p>I’m a fan of the work of <a href="https://sites.lsa.umich.edu/scottepage/bio/" rel="noopener ugc nofollow" target="_blank">Dr. Scott Page</a>, who’s demonstrated that a key variable to innovation is cognitive (as well as other types of) diversity. If you’d like to learn more, take a look at his book <a href="https://sites.lsa.umich.edu/scottepage/home/the-diversity-bonus/" rel="noopener ugc nofollow" target="_blank">“The Diversity Bonus”</a> or check out his lecture “<a href="https://www.youtube.com/watch?v=2GYOx1PF3Bc&t=3s" rel="noopener ugc nofollow" target="_blank">Why we need more diversity to solve complex problems</a>”.</p>
<p>In his theory, Dr. Page breaks down all work into two problem types: simple and complex. <strong>Simple problems</strong> (or linear problems) are those where all the inputs and tasks are known. Think baking a cake, in most cases you have a clear recipe and the effort to complete the task is well known (or linear). However, if you are solving problems with many unknowns these are complex (or nonlinear) tasks. In Dr. Page’s research, <strong>innovation is defined as solving complex non-linear problems efficiently</strong>. And as Dr. Page has found the more diverse a team’s composition the better they do at producing innovative solutions to complex problems.</p>
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