Fred Meyer began behavior based interview techniques a few years ago. They consist of a panel ranging from 3-6 interviewers depending on position and supervisors related to the position in which you are applying for including a member of the human resources team. The process is designed to give applicants more of an unbiased interview due to individual rating scales. The problem is many of these interviewers already have a preconceived idea of who they want in the position. I witnessed many coordinators work to sway another interviewer into raising or lowering their score to manipulate the numbers so they favor who they want for that role. Whichever applicant receives the highest score, that typically is the person they select. It's still biased and unfair because of human error and personality conflicts no matter how much that individual has improved for the position of interest they strive for. The only way it is truly fair, is to take opinions and snapshot judgments out of the equation and be open minded with all candidates. Some people hate interviews and so they at less inclined to give a great one due to nerves however they just might be the best person for the position