One could argue that, when you're interviewing a lot of candidates and your acceptance rate is low, it makes sense to maintain a consistent approach to interviews. For example, asking all candidates the same question would help you develop a better sense for what a good discussion looks like, where candidates tend to struggle, how to help them along without solving the problem for them etc.
This is in contrast to tailoring each interview to a candidate's background.
With that, I think looking at a candidate's resume 15 minutes before an interview is not that unreasonable.
What am I missing?
(edit: this is meant for IC roles rather than management)
There is no consistent process anywhere in any of the interviewing loops, it is all random and made up as everyone goes along. There isn't any deep insight or thoughtful discussion and lots of work being put into the process, it is an afterthought and squeezed in during the day between other fires which are burning, none of which are good for the interviewee. This has been my observation at about every company I've worked for since I've been in IT.
This is in contrast to tailoring each interview to a candidate's background.
With that, I think looking at a candidate's resume 15 minutes before an interview is not that unreasonable.
What am I missing?
(edit: this is meant for IC roles rather than management)