Question
While a scoring system in the hiring process can help eliminate bias and interpretation, it may also have potential drawbacks. For instance, it may not fully capture a candidate's potential or fit for a role as it relies on a predefined rubric. It may also discourage interviewers from using their intuition or personal judgement. Furthermore, a scoring system may not be flexible enough to adapt to different roles or job requirements. Lastly, it may lead to a mechanical and impersonal hiring process.
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One great way to eliminate bias and interpretation is to institute a system for candidate scoring. Don't allow the interviewer to interpret how well a candidate answered a question differently than another interviewer. Instead, create a points system or a satisfactory/unsatisfactory scoring system for each question based on a concrete, measurable rubric. Instead of asking interviewers to recommend "hire" or "don't hire," ask them to assess whether a candidate meets the company's standards. These will help to eliminate the disparities between different interviewers and give the team a more accurate picture of each candidate.
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