For HR managers – How to spot a real expert

HR managers, in addition to managing human resources in the organization, must also look for experts. Experts are especially valuable to the organization.

Have you ever listened to someone speak and thought they were an expert, only to find out in the end that they have no idea what they are talking about?

There is a good chance that a colleague of yours explained something to you in an extremely condescending way. Although this type of behavior is usually attributed to men, women also resort to it, although there is usually a difference in communication styles between the sexes.

When someone presents their thoughts with great confidence, we assume they know what they’re talking about and tend to believe them. In most cases, we are right to trust him, because there are indications that show that a person is standing before us who does not talk empty talk. Reference: “For HR Managers: Organizational development and productivity in times of crisis“,

However, expressing confidence that is not backed up by knowledge and experience is relatively easy. For more than 20 years, I have studied how people communicate their thoughts through language—including how they demonstrate expertise and confidence.

Experts are fully aware of what things they can’t be sure about, while people who mimic competence can confidently talk complete nonsense as long as they believe it. Some manage to be persuasive even when they don’t believe their own stories if it can help their career or other interests.

True competence is important in a world where misinformation spreads easily. Here are five questions to ask yourself to determine if the person you’re listening to is an expert or just a confident speaker:

The HR manager asks: How likely is this person to be an expert?

Consider his background, his possible motivations, his skills, and his goals in the current conversation. People may have real expertise and knowledge in areas you wouldn’t expect. But the lack of connection between what you know about this person and their professed experience is an indication that they are simply speaking too confidently about a subject they are not deeply familiar with.

In research, the experience can be identified through objective measures such as facts about a person’s life or performance evaluations. For example, experts differ from novices in memorizing as well as in perceiving and categorizing complex facts.

The HR manager checks the communication skills of the experts

People differ in their communication styles. Some do not allow others to speak because they feel the need to dominate the conversation. Others prefer to listen more and offer ideas and different points of view only when they are well founded. Sometimes it’s wise to listen to the quieter voices – they can bring more value than the non-stop talkers.

Does he go into depth about the topic he is talking about?

It’s easy to make generalizations. However, experts are aware of more details and are willing to provide them. People without real knowledge touch the subject only on a superficial level. They can repeat the same general message over and over, but ultimately they won’t dig in because they just can’t. This presents another problem: if a message is repeated often enough, we will eventually believe it – it’s only natural. According to rumors surrounding the COVID-19 pandemic, people believe repeated misinformation, especially about things about which there is less information.

Is he sure of what he is saying?

Events that we have not observed with our own eyes or cannot be replicated in a scientific experiment, as well as those that happened long ago or will happen in the future, all naturally come with a certain amount of uncertainty. An expert is aware of the extent to which he can be sure of given statements on these topics. For this reason, his statements contain uncertainty markers (words such as “perhaps” or “might”) where appropriate.

A crucial difference here is between: “I’m not sure” and “It’s not certain.” A layman simply does not know the available facts. But an expert knows all there is to know about the matter at hand. In some cases, this goes as far as explicitly stating the probability that a certain event will occur. Climate experts, for example, will not be able to predict extreme weather events with any certainty beyond what instant weather forecasts can provide. However, they can show how to show how the number of these events has grown over time, and based on this they can provide the statistical probability of events such as floods for the future.

More articles for HR Managers

    1. Human Resource Management for Certified HR Managers“,

    2. “How to implement Agile HR in your organization”,

    3. Why you want to become a Certified Human Resources Manager“,

    4. The successful Human Resources Management Certification training”,

    5. Example of Human Resources plan of an IT / Software company”,

    6. Monitoring and evaluation of human resources management”,

    7. Human Resources Management Plan Example”,

    8. Strategies for building an optimal model of a human resources management system”,

    9. For Certified Human Resources Manager: The Internal Environment for HR Management”,

    10. Training of HR managers in the field of human resources”,

    11. Good Human Resources management training and certification“,

Does they demonstrate information flexibility?

Think about the difference between automatic navigation systems (like Google Maps) and the kind of directions you’d get from a friend. The friend will only be able to give you the information you need. It will provide you with more details about unfamiliar parts of the route while skipping the parts you are familiar with. Automated systems cannot do this. They are not “experts” – they just pull information from a database, with no real insight or intelligence, using the same phrases over and over.