hiring

Hiring Decision Hygiene

Domain-specific biases

Load additional biases from: skills/hiring/biases.yaml

These biases are checked WITH EQUAL SEVERITY to the core 35 biases:

• Halo Effect (H1): One positive trait (prestigious university, impressive company) influences overall perception across unrelated dimensions
• Similarity Bias (H2): Favoring candidates who share traits, background, or hobbies with the interviewer
• Contrast Effect (H3): Evaluating a candidate relative to the previous one rather than against absolute standards

Frameworks

Load evaluation frameworks from: skills/hiring/frameworks.yaml

• Structured Interview: Same questions, defined rubric, independent scoring before panel discussion. 1-5 scale per dimension.
• Cultural Add vs Fit: Shift from "culture fit" (similarity) to "culture add" (what new perspective does this person bring?)

Default evaluation dimensions for candidates

When evaluating candidates using MAP protocol, use these independent dimensions:

1. Skill Match (technical/functional competence for the role)
2. Cultural Alignment (shared values, NOT personality similarity)
3. Relevant Experience (track record in comparable contexts)
4. Growth Potential (learning velocity, adaptability)
5. Team Complementarity (what's MISSING in the current team, not similarity)

Key principle

Score each dimension INDEPENDENTLY before discussing with other interviewers. This is the core MAP insight applied to hiring: independent evaluation prevents the halo effect from contaminating scores across dimensions.

Templates

• Structured interview scorecard: skills/hiring/templates/candidate-scorecard.md
• Interview calibration guide: skills/hiring/templates/interview-calibration.md