I wonder how much of the benefit (in technical jobs at least) can be had by actually sticking to the scoring system you decided on before the interviews (let's

I wonder how much of the benefit (in technical jobs at least) can be had by actually sticking to the scoring system you decided on before the interviews (let's say X% technical questions, Y% resume, Z% fit) rather than going through the whole process and then just fudging it to go with your gut feeling. That said, this article specifically mentions "a setting where it was clear that companies were not just hiring women for PR reasons" whereas I've been on hiring committees with specific instructions to favor non-white or non-male applicants here, so the arbitrage opportunity is likely less.