As an example I just made a quick test from my Firefox mobile browser in desktop mode and the switch between PR tabs is not instant but close enough to not be bothered by it.
I'm sure you can reduce bias in this way but it still feels incomplete. I'm thinking another (more efficient?!) way would be to teach interviewers to detect and manage their own biases, both positive and negative.
For example if I'm interviewing someone for a technical position and they're very attractive or even dressed/groomed excessively I'm making an effort to not hold that against them. I'm aware that I have a bias on this so I'm actively trying to have a balanced perspective during the interview.
Won't the bias still be present in the report? For example if a candidate left a good impression on me I'll definitely make sure that the report captures that. Not because I'm a bad actor but because I don't know any better, I don't realize my good impression is biased.
At that point the panel makes the call based on a biased report and it thinks the decision is unbiased which is not true.
As an example I just made a quick test from my Firefox mobile browser in desktop mode and the switch between PR tabs is not instant but close enough to not be bothered by it.