Then step four, and this one’s really critical, is creating rubrics to help interviewers evaluate answers to the questions that they’re asking, or to grade work samples that they’re getting. A rubric can be as simple as: A great answer will hit on these three things, a medium answer will hit on maybe two of those things, a bad answer will not talk about any of these, or maybe it’ll hit on one. These kinds of things really help anchor people in what they’re looking for in interviews, and they limit the common biases that we know affect hiring decisions, like confirmation bias, where you answer
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