Uh, what? Every time I've done an interview, the first thing I looked at was the candidate's resume. Even ignoring the fact that everyone is different, has different experiences, and is strong/weak in different areas (which is very important to know as an interviewer), I'm not sure what kind of bias you're trying to avoid.
FWIW, I’ve seen the same practice advised in “unconscious bias training”. The idea being that if you notice that someone went to the same university you did, or a prestigious university, or worked for a prestigious company or a company you worked for, you’ll be unconsciously biased in their favor. The antidote to unconscious bias is to have a standardized interview and a standardized rubric for evaluating the candidate’s answers and to disregard any other information.
I’m very deliberately not sharing my personal opinions on this.
I am skeptical that standardized rubrics can help but my approach is more effective and easier anyway, at least for things you can avoid knowing. Doesn't help with race or gender bias though unfortunately.
The recruiters tell you if they want you to ask questions about specific topics and realistically I'm only going to get to ask one question anyway. The main bias that I'm trying to avoid is knowing what school the candidate went to.
