By Kristen Wakulchuk


You may not think associating the word “blind” with your hiring process would be a positive thing, but it’s actually the ideal thing to strive for as you make the most informed recruitment decisions. Blind hiring helps eliminate unconscious bias and build workplace diversity by enabling you to be more objective when evaluating candidates, free from having a preconceived notion of a “good employee”. 

  • Blind hiring is any technique or method that anonymizes or “blinds” demographic information about candidates, leading to bias. It was first conducted – no pun intended – by symphony orchestras when musicians started to audition behind screens to hide their gender. This increased females in top orchestras from 6 percent in 1970 to 21 percent in 1993. 

Avoid Unconscious Bias

Unconscious bias is social stereotyping about certain groups of people that individuals form outside their conscious awareness. It is far more prevalent than conscious prejudice, and it may emerge in the form of bias related to age, gender, ethnicity, religion, sexual orientation, or numerous other factors. In essence, unconscious bias occurs when someone categorizes another person without realizing it. And as noted by Quinn Capers, IV, MD, FACC, chief of cardiovascular medicine at The Ohio State University College of Medicine, having unconscious bias “doesn’t mean you’re a bad person. Good people can discriminate. 

Avoid unconscious bias in your recruitment process by using: 

  • Blind candidate screening: Remove personal information such as names, addresses, photos, and graduation years from candidates’ resumes and profiles. The research reported by Forbes is very telling about the impact of removing male and white-sounding names from resumes to shortlist applicants. 
  • Blind pre-hire testing: Anonymize pre-hire tests of candidates’ skills and knowledge. For instance, by assigning IDs instead of using names, you will remain “blind” while scoring personality and other assessments. 
  • Blind interviewing: This can be more challenging, as it’s nearly impossible to anonymize a person over the phone or during a video or in-person interview. But there are effective tactics, such as written questions and answers and chat conversations. 

How Successful Are You?

Like all business best practices, the effectiveness of your blind hiring program should be captured in metrics by measuring your diversity statistics for screening, shortlisting, testing, interviewing, hiring, and retention – before and after. You also may want to consider recruiting software to lighten the load on your time throughout your recruitment process. 

Thorough background screening is invaluable you eliminate bias and make your blind hiring successful. By having an expert outsider screen talent, you’re better poised to move forward in recruiting with confidence, whether or not you meet with candidates face to face. Chane Solutions is a national leader in providing customized strategies for all your employment screening and drug testing needs. Read our related posts or contact us today to learn more. 

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