[Zxian]

There have been many studies that show bias in the a screening process when gender or ethnicity are known. Ideally, the hiring manager should be given anonymized resumes so they can better make objective decisions about the candidates.

https://m.phys.org/news/2019-03-women-percent-hiring-men.htm...

[jjeaff]

Does that bias go away when meeting the candidate in person?

Perhaps we should do phone only interviews with voice changing tech.

[andrewflnr]

You can't avoid it forever, but it's more critical in the early stages where small signals have a big impact. If you've invested enough time in a candidate to do an interview, you're more (subconsciously) motivated to plow through (subconscious) biases.

[derekp7]

Sometimes the biggest hurtle to getting a job is just getting to the interview.

[rayiner]

Or via chat.

[astura]

It's been my experience that this often happens nowadays - either the third party recruiter or HR removes identifying information from the resume before passing it onto the hiring manager. I've seen my resume with this treatment during interviews.

[sokoloff]

It may be because I’m hiring for very senior roles, but you can bet I’m looking on LinkedIn and github before bringing someone on-site. Doesn’t mean you have to be on there, but for sure I’m looking to see if I know a connection or have a look at your code and commit habits.