3 ms·
> Gather true, unbiased insights from those who already know what it’s like to work with your candidate How can you be so sure they're unbiased? I would worry
by underyx 8y ago
> Gather true, unbiased insights from those who already know what it’s like to work with your candidate
How can you be so sure they're unbiased? I would worry a lot that this will just favor candidates who are more amiable and have less honest friends.
- annawangx 8y agoThanks for the question (and visiting our landing page)! You're right that opinions always carry the perspective of the person giving them. We try to minimize the bias by: 1) Gathering a larger number of perspectives 2) Asking gold-standard questions that get to the specifics and contextualized examples 3) Every referencer is tied to a specific work experience and provides their contact information, which helps hold referencers accountable to their feedback.
- loosetypes 8y ago> gold-standard questions Does this not just mean trendy? Can you provide an example?
- annawangx 8y agoOne question that we ask is: "We are all learning every day. What was an area of development for this candidate back when you worked together?" An example of a less open-ended question is asking the reference to stack rank strengths that the employer wants to learn more about.
- deleted 8y ago[deleted]
- dchichkov 8y agoYou may want to not just "minimize bias", but attempt to build a casual model (do-Calculus, causality). To give an example, recommendation might be due to "attended the same college" or "born in the same country". And this is probably not what you might be interested in. If you build such model and control for these spurious referrals, you might be able to get better signal. (and hopefully also promote diversity of gender, nationality, age, etc)