The 37% rule can potentially impact diversity in hiring by limiting the scope of the talent pool. If an employer only considers the first 37% of applicants to familiarize themselves with the talent pool, they may miss out on diverse candidates who apply later in the process. However, this rule is not about diversity but about maximizing the chances of finding the best candidate. It doesn't take into account the benefits of a diverse workforce or strategies to achieve it.

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The 37% rule, when applied to hiring, suggests that a company should spend the first 37% of the interview process to understand the talent pool and then hire the next best candidate. This could potentially improve the company's overall performance by increasing the chances of hiring the best candidate. However, it's important to note that this rule is based on probability and doesn't guarantee the best outcome every time.

The 37% rule can be used to improve the efficiency of the hiring process by applying it to the interview process. If an employer is interviewing 100 applicants, they should spend the first 37% of interviews familiarizing themselves with the talent pool and identifying the best qualities. After this point, they should hire the next applicant who appears to be the best so far. This approach gives the company a 37% chance of hiring the best candidate. The odds of success increase with fewer applicants.

The 37% rule can potentially improve the hiring process by increasing the chances of selecting the best candidate. By spending the first 37% of the time getting familiar with the talent pool, an employer can identify the best qualities to look for in candidates. After this period, the employer is advised to hire the next candidate who appears to be the best so far, which gives a 37% chance of that person being the best candidate. The odds become even greater with fewer applicants.

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Algorithms to Live By: The Computer Science of Human Decisions by Brian Christian and Tom Griffiths

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