Map Evidence Strength Against Bias Risk
Classify hiring signals by job relevance and bias risk before deciding how to use them.
Bias risk Job relevance Low risk High risk Low relevance High relevance Use now High relevance · Low bias risk Anchored work samples, job-required certifications, and measurable outcomes tied to scorecard criteria can be used in first-pass scoring. Structure first High relevance · High bias risk Interview answers, references, and communication samples may matter, but they need consistent questions, anchors, and note-taking before they influence the decision. Ignore Low relevance · Low bias risk Harmless but non-predictive details should not consume debrief time or become accidental tie-breaks. Mask or challenge Low relevance · High bias risk School prestige, referral labels,…
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