> Again, unless your company is Google-sized, the only important thing about that bias is if it align with the preponderant bias (what is bad) or not.
If you mean (which is bad) then I agree completely. You want your set of biases (biases being errors in hiring, meaning the things you select on that don't match with what the job needs) to be as different as possible from the rest of the industry. Whenever you can pick up people who are good who aren't getting picked up by the rest of the industry, everyone wins.
That's what I meant. Ideally, job offers should have the largest possible diversity of biases (this is better for both sides). That's very hard to happen on practice for many reasons, one of them being that a few companies concentrate most of the offers.
If you are not one of those companies, your focus should be on making sure you are not biased the same way as them. Other means of avoiding rejecting good candidates have a much lower return.
If you mean (which is bad) then I agree completely. You want your set of biases (biases being errors in hiring, meaning the things you select on that don't match with what the job needs) to be as different as possible from the rest of the industry. Whenever you can pick up people who are good who aren't getting picked up by the rest of the industry, everyone wins.