Despite many recruiters’ ambition to eradicate discrimination from the hiring process, it still seems to be the case that candidates have felt rejected as a result of unconscious bias. The term ‘unconscious bias’ is what Acas define as the scenario where people favour others who look like them or share their values. Particularly when a hiring manager is recruiting, it is easy for them to fall into familiar habits and favour candidates yielding similar experiences or expressing a comparable personality as themselves.
So, it begs the question as to whether the introduction of ‘blind recruitment’ would help to put more candidates at ease? The term ‘blind recruitment’ refers to the idea that recruiters would not know the name, address, gender or race of an applicant before the interview process starts. The aim for this hiring method is to prevent recruiters and hiring managers from making unintentional judgements and to give every candidate a fair chance to secure a job.
When an applicant shares their CV with a recruiter, they should undoubtedly be judged on if they are right for the job based on their skills and relevant experience – names, ages and race should never be a focus point. By removing details such as these from a CV, recruiters will be able to make decisions purely on a candidate’s merit and not based on factors such as gender.
To find out whether ‘blind recruitment’ is a popular choice, we spoke to three recruiters to find out their thoughts…