Izawwlgood wrote:This. So this. I don't know how you could conduct an blind interview, but the screening process for getting your applicant pool is often blind. Ultimately, someone decides who gets the position, and if that is conducted without an interview, then chances are the position doesn't require a personal touch, which is good. But if you have to work with people, or FOR someone, I can't imagine a scenario where ultimately their preferences and biases aren't shining through. I've heard stories of stellar applicants getting to the interview step and doing something that the interviewee immediately checks off the "Not a chance" box for, putting their feet on the desk, or having a facial tic, or having bad teeth or not having their shirt tucked in. None of the PIs would admit to barring someone for being black, but I've heard such catty shit that I wouldn't be surprised if these subconscious preferences played into the decisions.
A lot of screening processes are not blind, so we should work towards making more screening processes blind. It's completely true that interviews have real value in hiring for many jobs, and that unconscious biases have large effects in the interview process. I listed some things that we can all do to reduce bias and privilege, but it's true that I don't have a perfect system. It seems to me that people who have hiring as part of their job description should learn about their own unconscious biases and work to counteract them. In Blink, one of the examples Malcolm Gladwell uses is a car salesman who specifically ignores his expectations based on appearance when he first starts to talk to new customers. We can overcome our unconscious biases in our behavior by being aware of them and we can also train our unconscious biases by choosing experiences.