Your example of how you offset your bias is by establishing an objective metric via a coding exercise. That is literally the most common practice...
I have a series of technical questions that I ask a candidate specifically meant to isolate important technical abilities. Each of my questions almost obviously highlights one particular problem-solving ability that I expect from a quality engineer, and each question's answer is evaluated to ensure that that one specific criteria being met.
The objectivity by which I evaluate this is subject, from your perspective, because I've alerted you that I'm a white male. However, you know literally nothing about me, the questions I ask, or my primary motive when seeking an employee. I am the director of engineering at my company, and it would be extremely detrimental to my own team if I were to pass up a quality candidate of any race or gender who fits my specific (and purely technical) criteria for a hire.
Your response instead says that I demonstrate a stunning lack of personal awareness, even though not only do you not know anything about me, but I am actively engaging in a conversation about the topic for which I've clearly reflected heavily on. If you want to be less subjective (and quite frankly, racist and sexist) in your own evaluation of an individual you don't know, I suggest that you not make so many assumptions about a person upon discovering that they are a white male.
I have a series of technical questions that I ask a candidate specifically meant to isolate important technical abilities. Each of my questions almost obviously highlights one particular problem-solving ability that I expect from a quality engineer, and each question's answer is evaluated to ensure that that one specific criteria being met.
The objectivity by which I evaluate this is subject, from your perspective, because I've alerted you that I'm a white male. However, you know literally nothing about me, the questions I ask, or my primary motive when seeking an employee. I am the director of engineering at my company, and it would be extremely detrimental to my own team if I were to pass up a quality candidate of any race or gender who fits my specific (and purely technical) criteria for a hire.
Your response instead says that I demonstrate a stunning lack of personal awareness, even though not only do you not know anything about me, but I am actively engaging in a conversation about the topic for which I've clearly reflected heavily on. If you want to be less subjective (and quite frankly, racist and sexist) in your own evaluation of an individual you don't know, I suggest that you not make so many assumptions about a person upon discovering that they are a white male.