AI Tools in Recruiting · Bias Reduction in Hiring · Interview Design
Where hiring teams are taking structured interviews, scorecards and AI in recruiting.
Latest research
AI Tools in Recruiting
AI Resume Screening Tools Compared for B2B Sales Hiring
Context and demonstrated sales skills matter more than credentials when screening resumes.
- AI Video Interview Platforms and Predictive Validity EvidenceMachine scoring of interview answers needs its own validation evidence.
- AI-Generated Job Descriptions and Candidate Attraction BiasCoded language in AI job descriptions attracts some candidates while silently discouraging others.
- EU AI Act Compliance for Automated Hiring DecisionsEmployers must redesign hiring AI systems or face compliance breaches by December 2027.
- Chatbot Screening in High-Volume Sales RecruitingAutomate credential checks to focus interviews on sales ability and fit.
AI Tools in Recruiting
View all →- AI Resume Screening Tools Compared for B2B Sales HiringContext and demonstrated sales skills matter more than credentials when screening resumes.
- AI Video Interview Platforms and Predictive Validity EvidenceMachine scoring of interview answers needs its own validation evidence.
- AI-Generated Job Descriptions and Candidate Attraction BiasCoded language in AI job descriptions attracts some candidates while silently discouraging others.
- EU AI Act Compliance for Automated Hiring DecisionsEmployers must redesign hiring AI systems or face compliance breaches by December 2027.
Bias Reduction in Hiring
View all →- Name-Blind Resume Screening in PracticeRemoving names helps, but other resume signals and interview bias can undo those gains.
- Blind Auditions and Structured Screening in Non-Creative RolesSeparating three hiring practices reveals which interventions address different bias problems.
- Reducing Recency Bias in Interview Score AggregationScorecard design and submission timing prevent common distortions in hiring judgments.
- Affinity Bias in Sales Team Hiring DecisionsComfortable rapport with a candidate can masquerade as sales ability.
Interview Design
View all →- Structured vs Unstructured Interviews in Tech HiringStructured interviews predict job performance twice as well as unstructured ones.
- Take-Home Assignments for Account Executive CandidatesTake-home tests reveal real AE skills when paired with live questioning.
- Situational Judgment Tests in Sales HiringSituational judgment tests predict sales performance better than resumes and interviews combined.
- Behavioral Interview Questions for Sales RolesHire sales reps based on what they've actually done, not what they'd theoretically handle.
Assessment Science
View all →- Structured Debrief Protocols After InterviewsEliminate anchoring bias by collecting interviewer feedback before the debrief meeting begins.
- Reference Check Processes That Predict Job Performance
- Cognitive Ability Tests and Adverse Impact in HiringTests that predict job performance best also create the largest racial score gaps.
- Assessment Center Design for High-Stakes GTM HiresAssessment centers predict GTM leader performance two to three times better than interviews alone.
Features
View all →- Structured Rubrics That Reduce Halo Effect in InterviewsAnchored rubrics force interviewers to score skills separately, not as a package.
- EEOC Guidance on AI Hiring Tools and Employer LiabilityEmployers remain fully liable for AI hiring bias even as federal enforcement retreats.
- Predictive Validity of Pre-Employment Assessments in B2B SalesData shows which pre-employment tests actually predict sales performance, not just interview charm.