Any hiring process comes with the potential for unconscious bias to play a role. Some companies have methods for combating such biases, with an emphasis on delaying the application of bias. In other words, by hiding a candidate’s identifying information until after the person has been considered, the recruiting manager has time to learn what’s important about that candidate before learning his or her age, race, and even sex. That takes time, and large-scale hiring operations often don’t have the available time or resources to take those steps.
I recently spoke with Eyal Grayevsky, an expert in