May 8, 2023

What is blind recruitment?

While analyzing candidates, what type of information do you usually check in the resumes you receive? Perhaps you are still paying more attention than necessary to secondary aspects of the applicants. If you really want to have fair recruitment processes, you need to implement blind recruitment. Have you heard about this alternative?  

In the current context of the work world, applying this form of recruitment could be more important than you imagine. At T2W we have extensive experience in personnel selection, so we are familiar with this subject. In this article we’ll delve into blind recruitment, it’s importance and how to implement it. 

What is blind recruitment? 

Blind recruitment is the best way to keep fair recruitment processes. With this form of recruitment, you leave aside certain pieces of information from all candidates. Keep in mind that, while checking resumes, recruiters often pay too much attention to details that won’t be relevant for the position.  

With blind recruitment, your processes can focus mainly on the knowledge, skills and experience each candidate has. This way, you ensure all applicants receive a fair recruitment process and avoid recruiter bias. Perhaps you have heard about this recruitment approach under the name of anonymous recruitment. 

Why is blind recruitment necessary? 

The need for equality 

There are many reasons to make blind recruitment the standard form of recruitment. First, there is an increasing need for diversity and inclusion in the work world. Many companies still have recruitment processes that are not free from prejudice and stereotype-based preconceptions. For that reason, organizations are implementing guidelines that encourage fairer forms of recruitment and the same opportunities for all applicants. 

Bias in recruitment 

On the other hand, blind recruitment helps reduce the impact of bias in recruitment. Bias are personal preferences that are formed unconsciously with the different experiences we have. As a result, all recruiters have biases. That is inevitable. This can act against or in favor of certain variables. In a recruitment process, that is not acceptable. 

What data is omitted in blind recruitment?

1. Names

It’s true that names and surnames are closely linked to who we are. However, occasionally these can also be the cause of prejudice and bias. This happens more frequently when it comes to surnames, which can be the cause of prejudice.

2. Gender

There is still today the tendency to associate certain job positions to specific genders. Just to give an example, for females is more difficult to get a position in the IT field regardless of their skills. This is due to stereotypes related to the way a professional should be.

3. Age

Unless it’s a senior position, in general it is more difficult for a person over 30 years old to get a job position. In fact, some job ads even specify they are looking for candidates with a certain age limit. In most cases, this variable does not affect the quality of work. 

4. Location

Occasionally, the city or place a person comes from can ignite bias. The place a person comes from isn’t more important than skills or experience. However, some recruiters are still checking secondary aspects such as the address.

5. Academic institution

Offering details regarding the academic institution in the resume is part of the regular academic background of all applicants. However, the importance or renown of the institution are not definitive indicators of the candidates’ qualities. Choosing a person just based on this factor is a bias that directly affects the impartiality of the process. 

How to implement blind recruitment? 

Using an ATS system 

The easiest way to implement blind recruitment is with the help of an ATS system. This is a recruitment software that receives, analyzes and classifies candidate’s resumes. Additionally, it can help with some other complementary functions throughout the recruitment process. The huge benefit is that since an ATS receives and analyzes all resumes, it can free this stage from recruiters’ bias. 

Removing personal details manually 

Using technology is not the only way to implement blind recruitment. Another alternative is asking a teammate to remove or cover temporarily the aforementioned criteria such as names, gender, age, address, and academic institution. Then, once all the resumes are anonymous, you can start analyzing candidates. The final result is a fair process. 

Now you know what is anonymous recruitment, its importance and how to implement it. This factor can help you find the ideal candidate. 

At Talent2Win, we strive to align your company’s business objectives with the best Talent Acquisition strategies available. If you want to learn more about the services we offer, do not hesitate to contact us.      

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