One of the fundamental principles that&#x27;s coming out of a century of hiring research is you have to evaluate candidates on the same basis - any other approach is an invitation to bias and subjective decisions.<p>If you evaluate two similar candidates, candidate A on their github and candidate B on their performance on Hackerrank then it&#x27;s incredibly hard to fairly compare those two candidates without adding subjective bias.<p>In practice what happens is the company goes &quot;oh well the person with a github clearly has more initiative&quot;. But is initiative part of your evaluation process ? - have you ensured you&#x27;ve fairly allowed all candidates to demonstrate it, or have you ended up evaluating candidates unfairly on totally different metrics.<p>If you&#x27;re hiring you can vastly improve your hiring process by doing two things: (1) Adopting a standardized structured interview where questions map directly to your needs and (2) using a work sample test (getting candidates to do a small piece of work that resembles real-world work as closely as possible).