Experience, skills with the newer technologies, "cultural fit" (in the true, organizational meaning of the concept): I see these as objective measures. They are

Experience, skills with the newer technologies, "cultural fit" (in the true, organizational meaning of the concept): I see these as objective measures. They are important. What cannot be overlooked though is the emotional aspect of interviewing. It leads to all sorts of biases, and in a subtle way drives racist and ageist hiring practices. I think that "comfort level" with the applicant is a particularly hazardous feeling as it can be confused with cultural fit. If not checked, hiring people within our comfort zone produces a homogenous work environment and an insular organization. I often find myself thinking more clearly about candidates when I actively counter the "this person is not in my tribe" notion that I believe is behind "comfort level". After all, we are not a fraternity or sorority hiring to make friends. It comes down to being professional and objective, and being mature enough to hire and work with people outside of our generation or culture.