No. It’s a tragedy of hiring bias. Interviewers, when conducting mass interviews to fill an open position, tend to prefer what they perceive to be is either the strongest technical candidate or the candidate who makes them feel the least insecure.
Then the candidate is selected and goes to work where the selection bias fades into expectations of conformity onto a bell curve. The people who conform to the middle of the curve are generally the ideal employees. The people at the low end of the curve are either released or retained as padding against future layoffs. The people at the high end of the bell curve are an anomaly. Those people are far more productive but are willing to use less popular conventions to achieve superior results which tends to result in friction.
Then the candidate is selected and goes to work where the selection bias fades into expectations of conformity onto a bell curve. The people who conform to the middle of the curve are generally the ideal employees. The people at the low end of the curve are either released or retained as padding against future layoffs. The people at the high end of the bell curve are an anomaly. Those people are far more productive but are willing to use less popular conventions to achieve superior results which tends to result in friction.