Blind Recruitment Process

When recruiters do not have the option of knowing personal information they cannot actively pursue diversity. Blind recruitment is the process of removing any and all identification details from your candidates resumes and applications. Once you ve decided what you can blind from the interview.

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Know biases are something everyone has and train.

Blind recruitment process.

The first step to blind recruitment is realizing it s a process. These include age address or location years of experience and school or university names. Blind recruitment is useful in reducing bias in graduate entry level skills based or technical roles. Here are three ways to add blind hiring to your recruitment process.

It helps your hiring team evaluate people on their skills and experience instead of factors that can lead to biased decisions. Blind candidate screening blind hiring at the screening stage starts by removing personal information from candidates profiles and resumes such as their names and photos. Many organizations seek out minority candidates in the hiring process as part of their commitment to affirmative action. Blind hiring reduces biases during the talent acquisition process by removing information like name gender religion or socioeconomic background.

A blind recruitment process means removing the candidate s name and any other identifying factors from applications. It also removes things like academic qualifications or experience meaning candidates are judged based on skills not where they came from. Blind hiring can actually hinder diversity in hiring. Blind hiring technique 1.

Figure out how far you want to take blind recruitment. Create processes that match your blind recruitment criteria.

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