STRUCTURE IN HIRING LEADS TO FAIRNESS
 
Suppose you were screening 2 job candidates for their mathematical ability.
 
You asked Candidate A "what's 2+2?"
You asked Candidate B "what's the square root of 3,200,027?"
 
Doesn't seem fair, right?
 
If your company uses an UNSTRUCTURED hiring process, you're putting candidates through the same treatment.
 
Structure doesn't just mean putting candidates through the same hiring steps - 1. application, 2. phone screen, 3. interview...
 
Structure means evaluating candidates in the same way in each step - measuring the same attributes, via the same questions, etc.
 
Without structure, the human brain struggles to be objective.
 
Countless unconscious biases begin to influence the decision:
 
>How the candidate looks and speaks, whether they share your interests, etc.
 
(Factors with zero relevance to how the candidate will actually do in the job/environment.)
 
Don't do this. It's not only ineffective. It's unfair.
 
You wouldn't like it if you were the candidate unfairly penalized.
 
As John Rawls said, "The fairest rules are those to which everyone would agree if they didn't know how much power they would have."
 
Do you agree?