(Image by Macoto Murayama) NOTE: This post is not necessarily advocating for this approach. I think it’s an interesting idea so I’m putting it out there. This approach, as is, does not account for subjective biases, but it could provide the data to measure and compensate for them. One of the problems I’ve observed with interviews candidates across several companies is their informality. It often feels more like reading tea leaves than finding the best person. While many companies attempt to make this more rigorous, they…