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Blind Recruitment: Hitting the Reset Button Against Hiring Biases

To make blind recruitment work, we must first take into account every detail. In the blind hiring process, the candidate’s name and any other identifying information are removed from the application. Age, address or location, years of experience, and school or university names are among them.

Blind recruiting can help reduce bias in graduate, entry-level, skills-based, or technical professions. What is blind recruitment? In simple words, blind recruitment is a hiring process designed to tackle discrimination of any kind faced by candidates. Let’s learn more about it below. 

What is blind recruitment?

Blind recruitment is the process of removing some or all identification details from resumes. This can lead to considering only people’s skills and experience during the blind hiring process. This allows recruiters to focus on the relevant information that is not based on biased opinions and wrong observations of the data. 

what is blind recruitment

Unfair hiring practices can occur when there are some of the following identification details:

  • Gender: There is a lot of gender inequality in modern business. Hiring managers can consider that some job roles are better suited for a certain gender, and this can lead to unfair predictions. 
  • Ethnic background: Racial prejudices are a common thing today, and there are many hiring managers that pay attention to this kind of identification detail.
  • Age: This kind of information can also be part of biased decisions. The hiring staff can discriminate against the candidates based on their age or previous years of working experience. 

All the mentioned identification details can suggest more about the candidate’s ability to perform at a certain job. If there are biased opinions from hiring managers, the chances for certain candidates to get a job are lower, and this can affect the entire hiring process. 

How to perform a blind interview process?

If you want to avoid biased opinions and wrong assumptions, you may need to know how to organize the blind interview process. You can apply a few effective techniques. 

There should be a team member that will remove all the unnecessary information from the resumes and applications. He or she will be assigned to prepare the documents in a detailed manner by removing details like gender, age, ethnicity, name, education, and personal interests. All these segments are not important for the design-making process, and that is why they should be removed. 

Once you have clear details about the person’s skills and experience, you can make sound decisions that are not biased and affected by the wrong opinions. 

We can still have unconscious biases and that is part of the hiring process, but when we do not have some information, we can better understand the skills and experience of the candidates. 

What are the possible disadvantages of blind recruitment? 

There are numerous advantages to blind recruitment, but there are also some downsides to this process. If you struggle to achieve better diversity among the workers, you may be discouraged by the blind recruitment process. 

If you plan to have more women or more racial diversity, you will not be able to make a balance. At the same time, if you need older candidates with more experience, you will not know how to find them among the candidates. 

The personalities of the candidates are also put into question when you apply the blind hiring procedure. If you are looking for a writer or designer, you may need to consider their entire CV quality to have a clue about their personality. 

All of these segments are important when you look for new candidates, and that is why blind recruitment is not always effective. However, you can combine some traditional and blind recruitment practices in the workplace, which should be an ideal choice if you want to find good candidates for the job roles. 

Anna Verasai
Anna Versai is a Team Writer at The HR Digest; she covers topics related to Recruitment, Workplace Culture, Interview Tips, Employee Benefits, HR News and HR Leadership. She also writes for Technowize, providing her views on the Upcoming Technology, Product Reviews, and the latest apps and softwares.

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