Helsinki to Begin Anonymous Recruiting
Recently I&#x27;ve been thinking about inherent biased towards applicants based on their prior work &#x2F; educational history, in terms of organizations they have been to.<p>I get that it acts as a moderate signal of how tenacious and inherently able that applicant might have been in the past if she went to XYZ school or ABC company. But there will be so many false negatives!<p>A lot of folks who probably would be otherwise capable of the job at hand would be dismissed for not having the right pedigree. Also, past performance is not always the best Intuit if future success.<p>And then of course is the issue of how do you even define success, especially in case if university graduates. How does a Yale or Harvard define our measure success for its students... Probably in terms of potential impact they have on the world or how good their names may look on the rolls 10 years down the line.<p>A lot of the issues, especially in terms of job applicators but also applicable in admissions process, ultimately comes down to information and numeric asymmetry between the organisation and the applicant.<p>If there was a way to somehow capture the readings - however brief - for rejection or selection of applicants or a documented scoring methodology, that itself would bring a lot of change.<p>I would love to know if some resources to further explore the alternative models of applicant assessment which does not place as much importance on the past organisations &#x2F; schools they have been to.<p>Any suggestions would be much appreciated