Practice vocabulary for inclusive interviewing: structured interviews, standardized questions, scoring rubrics, blind review, and diverse panels.
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An interviewing approach that uses a consistent set of questions and evaluation criteria for every candidate to reduce subjective bias is called:
Structured interviews reduce unconscious bias — research consistently shows that unstructured interviews have poor predictive validity and are prone to affinity bias.
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When every candidate for a role is asked the exact same interview questions, this practice is described as:
We use the same questions for all candidates — consistency is the foundation of fair interviewing; it allows apples-to-apples comparison of answers.
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A standardized document that defines what 'good', 'meets expectations', and 'does not meet expectations' looks like for each interview question is called:
The scoring rubric calibrates interviewers — without a rubric, two interviewers can give the same candidate wildly different scores based on personal standards.
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The practice of removing names, schools, or other identity signals from applications before review to focus on skills is called:
We remove demographic signals in blind review — blind resume review has been shown to increase diversity by reducing name-based and school prestige bias.
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Having interviewers from different backgrounds, genders, and seniority levels conduct interviews is called:
The diverse interview panel vocabulary includes phrases like 'We ensure representation across gender, background, and role in our interview loops.'