There has been a major push towards greater diversity in the workplace and an eradication of bias wherever possible. Blind hiring is a method used in recruitment to lower bias in hiring and to improve overall workplace diversity. Over the past few years, blind hiring has been steadily adopted by more businesses. Blind hiring may not be the right solution for every business, but it can lead to more diverse workplaces and can lower bias in the interview process.
Blind hiring aims to tackle the unconscious bias present in traditional hiring. Determining whether a candidate is a good match by using an interview or a resume generally boils down to personal preference informed by bias. The anonymity present in blind hiring can help employers avoid some bias in the hiring process.
Through blind hiring, workplaces can also see an increase in diversity. Socioeconomic, ethnic, and gender diversity, as well as a greater diversity of experience and background, can be achieved through blind hiring. Reports have shown time and time again that diversity can improve the productivity and overall revenue of a business. Businesses seeking a more fair approach to hiring in efforts to improve diversity can see success with blind hiring.
One of the most beneficial aspects of blind hiring is that it places a focus on the skills and ability of the candidate rather than an arbitrary factor like the candidate’s name or college attended. A candidate’s skills should be the primary factor in determining their capability for a position. Blind hiring strips resumes and interviews to their core: an indicator of what the candidate is capable of. This makes blind hiring a step in the right direction for increasing diversity and avoiding unconscious bias.
The easiest step of the hiring process to make blind is the resume screening process, but the same can’t be said for each step in the process. Making steps further in the process, such as phone screens and interviews, become blind is quite a bit more difficult. Phone screens and interviews can still be accomplished through voice modulation, but this approach still relies too heavily on how a candidate answers a question and it isn’t a one-size-fits-all solution. The other common blind interviewing method is an online test, but this can still weed out candidates for the wrong reasons. Just as a great test-taker can have trouble with interviews, a great interviewee can struggle with tests. The methods currently in practice for determining whether a candidate would excel at a job are not an adequate measure of their ability.
Despite the goal of blind hiring, it isn’t completely bias-free. Most elements of the hiring process can become blind, including interviewing, but only some part of the hiring process is ever truly ‘blind.’ Even in the case of blind interviewing, the candidate will often eventually meet the interviewer. Bias generally seeps into blind hiring even when the primary focus is to remove bias.
Blind hiring is a step in the right direction, but not the only way to avoid bias and certainly not without its flaws. Companies that have adopted some element of blind hiring into their process are making the important realization that bias can stunt growth and development. It’s important to realize, though, that blind hiring isn’t a great fit for every company and does not entirely eliminate bias. Even if they are blind, resumes and interviews place the focus on the wrong attributes.
tilr is an app that matches people to available jobs through an algorithm based on skills. tilr’s algorithm is based on skills, therefore embracing qualified candidates that may have otherwise been overlooked. We’ve ditched the resume and interview process to move away from bias.