3 ms·

Won't the bias still be present in the report? For example if a candidate left a good impression on me I'll definitely make sure that the report captures that.

Won't the bias still be present in the report? For example if a candidate left a good impression on me I'll definitely make sure that the report captures that. Not because I'm a bad actor but because I don't know any better, I don't realize my good impression is biased. At that point the panel makes the call based on a biased report and it thinks the decision is unbiased which is not true.

rramadass 4y ago
The bias can be made negligent by mandating a certain format to the report (some Google insider has to provide this detail) and due to the fact that multiple such reports go into the decision-making. As an example no words which might create a impression but sticking to facts. The inference is left to the second panel. For example instead of saying the candidate thought hard about the given problem say something like the candidate tried out 3 different solutions to the problem over the interview time period. The first panel are merely conveyors of Data; so their reports have to be detailed and to the point.
- cntainer 4y ago
  I'm sure you can reduce bias in this way but it still feels incomplete. I'm thinking another (more efficient?!) way would be to teach interviewers to detect and manage their own biases, both positive and negative. For example if I'm interviewing someone for a technical position and they're very attractive or even dressed/groomed excessively I'm making an effort to not hold that against them. I'm aware that I have a bias on this so I'm actively trying to have a balanced perspective during the interview.
  - rramadass 4y ago
    You simply cannot avoid many of the individual cognitive biases (https://en.wikipedia.org/wiki/List_of_cognitive_biases); https://en.wikipedia.org/wiki/List_of_cognitive_biases); they are hard-wired into our biological systems over centuries of evolution and operate unconsciously. Thus the need to mitigate their effects by conscious technique and process.

rramadass 4y ago

The bias can be made negligent by mandating a certain format to the report (some Google insider has to provide this detail) and due to the fact that multiple such reports go into the decision-making. As an example no words which might create a impression but sticking to facts. The inference is left to the second panel. For example instead of saying the candidate thought hard about the given problem say something like the candidate tried out 3 different solutions to the problem over the interview time period. The first panel are merely conveyors of Data; so their reports have to be detailed and to the point.

cntainer 4y ago
I'm sure you can reduce bias in this way but it still feels incomplete. I'm thinking another (more efficient?!) way would be to teach interviewers to detect and manage their own biases, both positive and negative. For example if I'm interviewing someone for a technical position and they're very attractive or even dressed/groomed excessively I'm making an effort to not hold that against them. I'm aware that I have a bias on this so I'm actively trying to have a balanced perspective during the interview.
- rramadass 4y ago
  You simply cannot avoid many of the individual cognitive biases (https://en.wikipedia.org/wiki/List_of_cognitive_biases); https://en.wikipedia.org/wiki/List_of_cognitive_biases); they are hard-wired into our biological systems over centuries of evolution and operate unconsciously. Thus the need to mitigate their effects by conscious technique and process.