Partiality. Prejudice. Bias.
They’re ugly words in any circumstance. Uglier still even when applied – even unconsciously – by a human resources professional when considering a candidate keen for a job. Yet interviews, even those conducted by the most seasoned, cautious and responsible hiring professional, may inadvertently be tainted by unintended preconceptions.
But what if, in the hiring process at least, we could overcome all of our preconceived notions? What if we could distill the hiring process so we recommend or hire based purely on each candidate’s merits?
Yes, this is a radical notion that flies in the face of standard practices. Yet it could work, and is working, in fact. Read how.
