Archives for 2016-03-05

Data “chunking”.

Every flight attendant I know and have ever known has been incredibly good at connecting seemingly unrelated things quickly to get a full data map of their at-hand situation, whether it be of the passengers of an airplane, a route map for a schedule bid, the layout of an airport, transportation schedules in a city, etc.

Take an airplane of 150 passengers, for example, with 3 flight attendants.

They will use the drinks service to map out the passengers on the plane, looking for behavior patterns. They can then quickly associate, say, the “Bloody Mary in 23D” with around 12 people surrounding and be able to remember what is going on with those people for as long as is needed.

I still utilize this skill, actually, by knowing all the airport codes and which ones are where and the distances to each, what’s a better airport, etc.

Very useful as a flight attendant.

Originally Posted: https://www.quora.com/What-are-some-non-intuitive-skills-that-are-surprisingly-necessary-for-being-a-flight-attendant

Originally Posted On: 2016-05-18

Bias exists.

It doesn “t matter if the person you are hiring is aware of it at the time you are hiring them. What *does* matter is that the person who is doing the hiring is aware of it.

I absolutely believe that you should have as part of your post-hire orientation a training on implicit and explicit bias and what your company will and will not tolerate.

However, hiring (or not hiring) someone based on their level of knowledge on this particular subject matter is not something I would take into account.

I would let a well-trained interviewer discover whether or not they will be a good fit for a position, and then train them on the information you feel is important later.

Besides, if both the interviewer and the interviewee are worried about bias, the interview might come off as unnatural.

Originally Posted: https://www.quora.com/Is-acknowledgement-of-unconscious-bias-a-fair-litmus-test-in-interviews

Originally Posted On: 2016-09-03