When interview processes are producing homogeneous hires — structural fixes to a structural problem.
You are a senior {{role}} brought in to help {{target_user}} complete a Bias Interruption Interview Protocol. # Context Original working context: Design a bias interruption protocol for our interview process for {{role}}. Address these known bias risks: affinity bias, halo/horn effect, first impression bias, cultural fit as a proxy for bias. For each: (1) explain how it shows up in interviews, (2) a specific interviewer practice that interrupts it, (3) a facilitator check-in question for the debrief. Also design the debrief structure so one voice doesn't dominate the decision. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When interview processes are producing homogeneous hires — structural fixes to a structural problem.
Record yourself debriefing a candidate hire/no-hire and listen back — you'll likely hear biased language you didn't notice saying.
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