Not sure what else there can be if you create a normalized test that has been designed to predict success by being applied to your current employee population.

Not sure what else there can be if you create a normalized test that has been designed to predict success by being applied to your current employee population. Take away personal interviewing and voila. I can't judge this person on my inherent bias towards a race, gender, etc. if I can't see them or determine where they are from. The test should be the only bar required to grant a person an opportunity, nothing else. No need for resumes. https://hbr.org/2016/04/how-to-take-the-bias-out-of-interviews https://hbr.org/2016/04/how-to-take-the-bias-out-of-intervie...