Thanks to all participants of our recent survey (link in the first comment).
So, does a positive impression of a candidate based on their resume and test results justifies asking them less questions?
Our answer to this is a BIG NO NO.
Here is why:
1. Confirmation bias: If you cut candidates slack based on a positive first impression, you may end up confirming your initial impression instead of gathering more information that could disprove it.
2. Fairness: This approach is unfair to other candidates who will have to go through a more rigorous interview process.
3. Diversity: Resumes and pre-screening tests can be biased against diverse populations, as diverse candidates may not have the same credentials as non-diverse candidates and pre-screening assessments may not be culturally adapted.
Adopting structured, skills-based interviews helps level the playing field for all candidates.