At People At Their Best, we always map our assessments to precisely defined behaviours; those that are correlated with high performance for the specific organisation. These behaviours are what we call ‘Performance Signatures’. To do this we first build a ‘Behavioural Success Profile’ and have ‘raters’ or observers benchmark observed behaviour against those in the Success Profile. Asking raters to provide qualitative examples to justify their rating and ensuring that raters consider the frequency and consistency of the behaviour means that we mitigate bias and accommodate the 3 strategies set out in this HBR paper.

https://hbr.org/2021/05/3-strategies-to-reduce-bias-in-leadership-assessments