The potential biases that could affect the 37% rule in hiring could include unconscious bias, where the interviewer may favor candidates who are similar to them in some way. There could also be a recency bias, where the interviewer may be more likely to remember and favor the most recent candidates they interviewed. Additionally, the rule assumes that the quality of candidates is uniformly distributed, which may not be the case in reality. Finally, the rule doesn't take into account the possibility of learning and improvement over time, which could affect the assessment of 'best' candidate.
Can computer science teach us the secrets of life? Perhaps not, but they can shed light on how certa...
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