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What difference could ‘blind hiring’ make to your workforce?

Written by Guest Author | June 13, 2017 | 1 Comment
Blind hiring‘Blind hiring’ has been increasingly talked about in recent times. Indeed, even the Canadian government has used it, stating that it did so with the intention of reducing unconscious bias and promoting gender and ethnic equality.
But is blind hiring worth the hype, and how could it benefit your own firm?

First of all, what is blind hiring?

It’s the term given to the practice of anonymising or ‘blinding’ any information about a candidate about which a hiring manager recruiter could possibly be biased.
The fact is, even if you don’t consider yourself to be biased, we all have our own internal, frequently unconscious biases.
It’s the same when it comes to hiring – it’s easy to think that a great candidate has to ‘look’ a certain way, in the sense of being of a certain age, gender, race or educational background.
The problem is that these biases aren’t borne out in reality, so in the absence of blind hiring techniques, you could easily end up missing out on a great candidate and choosing someone much less suitable, for little reason other than ‘their face fits’.
In theory, anything that could make you more objective when hiring should help you to pick the right candidates – so what are some examples of blind hiring techniques?

There are various proven blind hiring methods

One popular example of a blind hiring technique is blind pre-hire testing, such as a coding challenge for a software developer or a mock cold prospecting email. These are forms of testing where the candidate’s demographic information has no influence on the result.
Blind interviewing can be a rather bigger technical challenge, but is by no means impossible – for example, you might place a physical divider between yourself and the candidate in the case of an in-person interview.
Then, of course, there is the example of candidate screening at the very start of the recruitment process. This can be easier to pull off simply by removing personal information from the candidates’ profiles and CVs before assessing them.

Blind hiring could be instrumental in boosting diversity

It remains to be seen to just what extent blind hiring techniques become widespread. However, by embracing the latest recruitment technology such as that making up our own Fusion package here at Webrecruit, you could go a long way towards modernising many different aspects of your recruitment.
Why wait any longer to make your firm’s hiring efforts genuinely fit for the 21st century?

One thought on “What difference could ‘blind hiring’ make to your workforce?

  1. morgenall on Reply

    Wow..what a way to point out some thing that we are already doing in every recruitment process but probably not aware of the benefits or consequences that you can get. One of such recruitment agency which also think this way is morgenall. Well as you said, blind hiring can be genuinely fit for the 21st century.
    Thanks

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