It's astonishing how many of the people conducting interviews and passing judgement on the careers of candidates have had no training at all on how to do it well. Aside from their own interviews, they may not have ever seen one. I'm all for learning on your own but at least when you write a program wrong it breaks. Without a natural feedback loop, interviewing mostly runs on myth and survivor bias. "Empirically", people who wear suits don't do well; therefore anyone in a suit is judged before they open their mouths. On my interview I remember we did thus & so, therefore I will always do thus & so. I'm awesome and I know X; therefore anyone who doesn't know X is an idiot. Exceptions, also known as opportunities for learning, are not allowed to occur. This completes the circle.According to Carlos Bueno, Silicon Valley is not a meritocracy, it's a mirrortocracy where startups hire the people that resemble them the most.
Single-blind as much as possible. Ask your friendly neighborhood recruiter to remove the names and other identifying info from résumés before you read them. I've seen interviewers thrown off their stride because they assumed the candidate's gender and were wrong. It's a terrible source of bias. It's hard to overstate how badly people are biased by names. And of course, don't ask how a candidate did on other interviews before writing down your own opinion.Something that Kristen V. Brown in the SFGate agrees with:
But by the mid-1990s, the number of women in the five leading orchestras had increased fivefold. By 2003, more than a third of players in the top 24 orchestras were women. Prominent women soloists emerged, as did female concertmasters.
The shift occurred as orchestras began conducting blind auditions. Throughout the '70s and '80s, applicants were concealed behind screens and drapes. When gender was hidden from judges, more women made the cut.
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