> Later during a calibration, the signals and the evidences are presented to the interviewing peer group (recruiter, hiring managers, interviewers from other rounds), and pretty much disallows for any unconscious bias such as "I don't think Alice would be a good team lead (because she is a woman, and woman are not good managers), or "We should not hire Amit (because he is an Indian, and Indians write poor code").You've explained that your interview process has a predetermined scoring system which is a good start. I'm curious what the effect of this calibration stage is... did your company do predictivity and bias analysis on it?
random42|6 years ago
People are allowed and encouraged to change their individual decision after getting more insights and evidences gathered by other interviewers.
> did your company do predictivity and bias analysis on it?
Recruitment, HR and leadership conducts it to tweak the process, but I am not privy to those studies.