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Are You Hiring for Talent - or Class Signals?

This short diagnostic helps you reflect on whether your hiring process may unintentionally favour class-based signals over actual capability.

Answer honestly based on your typical hiring practices, not exceptions.

At the end, you’ll receive a simple score indicating potential bias risk.
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Section 1: Confidence & communication signals

Do you interpret “confidence” in interviews as a strong indicator of competence?
Yes
No
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2. Do quieter or less self-promotional candidates tend to score lower in your interview process?
Yes
No
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3. Are you more likely to hire a candidate if they are a polished communicator?
Yes 
No
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Section 2: Education signals

4. Do most of your hires come from a small group of well-known universities?
Yes
No
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5. Do you treat elite educational credentials as a shortcut for assessing capability?
Yes
No
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6. Would a candidate without a degree be automatically screened out for most roles?
Yes
No
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Section 3: Culture fit & similarity

7. Do you use ‘culture fit’ as a key hiring criterion?
Yes
No
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8. Does “culture fit” mean someone feels familiar or similar to existing team members?
Yes
No
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9. Has an informal similarity (accent, hobbies, background, mannerisms) ever influenced a hiring decision you have made?
Yes
No
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Section 4: Referrals & networks

10. Do a large share of your hires come through informal referrals?
Yes
No
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11. Do employee referrals sometimes bypass parts of your standard evaluation process?
Yes
No
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12. Do your teams tend to hire from similar professional or social networks?
Yes
No
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Section 5: Experience & access barriers

13. Do candidates often need prior experience that may only be accessible through unpaid internships or financial support?
Yes
No
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14. Do you discount candidates with non-linear career paths or employment gaps?
Yes 
No
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15. Do you value a less relevant experience with a prestigious employer more than a relevant experience with a less prestigious employer?
Yes
No
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