Disagree, we can basically eliminate the personal part of it. Blind interviewing. I don't need to know name/gender/school etc. Technical skills test as a filter given to current employees to track if it actually tests for necessary skills. Second part of interviewing can be assessed by people who don't see the candidate and we can obscure their voices.
The cognitive biases aren't just around appearance or voice...
Not sure what else there can be if you create a normalized test that has been designed to predict success by being applied to your current employee population. Take away personal interviewing and voila. I can't judge this person on my inherent bias towards a race, gender, etc. if I can't see them or determine where they are from. The test should be the only bar required to grant a person an opportunity, nothing else. No need for resumes. https://hbr.org/2016/04/how-to-take-the-bias-out-of-intervie...