The Realities of Hiring Smart Individuals in the Workplace

The Role of Intelligence in the Hiring Process

In my experience, IQ plays a significant, yet indirect, role in the hiring process. While my IQ is high, it is not prominently featured on my resume or CV. Resumes are tailored for commercial roles, while CVs are used for academic positions. Instead, what stands out on my resume and CV are my academic achievements—such as a lifetime 4.0 GPA and five college degrees, including a Master's in Math and a PhD in Computer Science. I also highlight my academic publications and the high value they hold within the academic community, as well as my previous job accomplishments and the problems I have solved for others.

What Companies Really Want

While high IQ is a valuable attribute, what companies are truly interested in is documented accomplishments. This includes proof of earned degrees, high-grade point averages, and publications that demonstrate original contributions in academic fields. Other factors that are valued are patents granted and the successful development of innovative and surprising products. The ability to get things done in the real world is what companies are looking for, and it often requires tangible proof.

The Diluted Value of High IQ Scores

A high IQ score alone does not prove that an individual can leverage their intelligence to generate new revenue or bring the company fame. While a high IQ offers the ability to solve problems that others cannot, it is essential to demonstrate this ability by solving challenging problems in practical ways. One effective way to do this is through completing rigorous education in STEM fields, where the opportunities to build academic credentials and gain recognition abound. Large companies often respect and prioritize academic credentials, even if a candidate lacks significant experience.

The Hiring Process and Its Flaws

The hiring process is often complex, involving multiple stakeholders such as committees and individual managers. A skilled hiring manager can select the best candidate for the job, but the market is known for its dysfunction. Some managers may be flattered by candidates with exceptionally high IQs, while others may feel threatened by candidates smarter than themselves. At a certain level, some companies even mandate IQ tests as part of the hiring process. While this can be advantageous for high-IQ individuals, it can also result in the hiring of someone whose primary skill is excelling in IQ tests, which may not equate to outstanding job performance.

Conclusion

While a high IQ can provide a competitive advantage in the hiring process, documented accomplishments are the primary factor companies consider. High IQ individuals must demonstrate their ability to solve practical problems and deliver results that benefit the company. The key is to combine a high IQ with a robust work ethic and the ability to compromise in order to achieve results and market the company's products or services effectively.