Hireguide

@janice_oh Congratulations to the Hireguide team as well!🎉 Good luck - you continue to create positive change in the world of hiring!

@janice_oh love this. This is good for both people doing the interview and interviewers.

@janice_oh so excited to see this! I wallow through so many scattered interviews where post-game slack conversations are the only evidence for how the interview went. Stoked for that to change ✊

@chris_cole Great to see you hear! I loved working with you and your designs in the initial Hireguide journey. And the the logo you designed lives on!

@janice_oh Congratulations on the launch! Keep up the great work!

@scott_parish Great initiative, can you expand a bit more on how it's less biased?

@scott_parish @daniyalbetween Following structured interviewing practices grounded in the core skills and attributes needed for success reduces bias on its own. Please see https://www.ncbi.nlm.nih.gov/pmc.... as one reference. We help you design your interview loop, build structured content for each interview, and make it easier for your interviewers to follow the structure. Also by scoring and commenting on the candidate's performance on each question, we can role this up to calculate performance on each of the top-level skills and abilities. We also measure (and provide feedback to the interviewers) things like interviewer talking speed and interviewer-candidate talk ratio. Down the road we'll coach on changes in behaviour when interviewing candidates from underrepresented groups.

@daniyalbetween thank you! For sure - a quick response below but happy to discuss this more at scott@hireguide.com if you like - we're all very passionate about fairness! We we're inspired by Iris Bohnet (Harvard Kennedy School) work in her book "What Works". While, breaking bias training is valuable, it is very hard transfer and implement in the moment of interviewing. So instead of putting on the sole responsibility on interviewers to "break bias", Iris suggests we should also design hiring systems that assume that the interviewers are bias. Essentially, by using process checks we can more effectively reduce bias. At Hireguide we started with the idea of making a series of interviewing best practices called "structured interviewing" extremely easy to use. These practices bake in lower bias and double decision quality. A few examples of process checks that hugely reduce bias, 1) many interviewers let bias creep in if they are not clear what competencies they are looking for, why they are asking a question or what a good answer looks like. They kind of wing it. So instead, on Hireguide we reduce bias by allowing you to create a competency scorecard with questions and answers in a minute for any role. 2) having more than one interviewer score candidates reduces your idiocratic bias. So on Hireguide we let you easily share recordings with the team, score privately and compare candidates. Alycia Damp our PhD in Hiring Science started with a meta-analytic study of 103 interview studies and worked with our product team to bake in dozens of these bias reducing process checks. Thank you for the question!