This document discusses the inherent flaws in candidate assessment techniques and how to improve the process. It notes that human decision-making is prone to bias and that traditional recruitment methods can have systematic biases. It recommends anonymizing CVs, using objective measures, conducting structured interviews focused only on job performance, using personality and work sample testing, and involving multiple parties in the decision-making process to avoid biases. The goal is to take a more evidence-based, robust approach to ensure the best candidates are hired.