#BlindHiring

Heard this word recently from a tweet posted by Yogesh Sharma .

The word Blind Hiring itself hold so much suspense that I thought of exposing it

Managed to collate few definations from Google.

1. Blind’ or anonymised hiring refers to the technique of removing personal information from candidate applications during the assessment process. This is most often candidate names, but in some instances, like on Applied, it goes further: aiming to remove all socio-demographic details that might affect decision-making, such as age, home address, and even education. Source ( beapplied )

2. Blind hiring is an HR practice that aims at reducing biases during the hiring process. The idea is to promote talent acquisition based on a transparent method and hire eligible candidates regardless of their name, gender, mother tongue, religion, and socioeconomic background.

It also forbids the hiring managers to ask about the academic qualification and professional experience of a candidate during the hiring process. In other words, a candidate is not judged by his or her pedigree but by the skills and talent they can offer to an organization. ( Source Recruitloop)

3. The goal of blind hiring is to judge potential hires exclusively based on their abilities.

Meaning, all personal information about the candidate is not considered.

In this sense, resumes are a thing of the past. Names, previous companies worked for, alma maters, and so forth are not weighted at all before making a decision about a candidate. Opinions about job candidates are solely based on their demonstrated work and skills.( Source : psionline )

The above definations just help us to understand that blind hiring is just neutral hiring without any biasness.

It coined a new word called Blind CVS, where no details are presented which can lead to any biasness.

How does Blind hiring help.

1. It’s surely brings transparency in hiring , removing all sorts of biasness.

2. Improve diversity hiring. ( Diversity is beyond gender. It brings race, caste, religion, etc)

3. It focuses on skills and competency for doing the job

History of Blind Hiring.

The earliest example of blind hiring dates back to 1970s when Toronto Symphony Orchestra musicians used the blind auditions to hire the best orchestra members.

The idea of this innovative hiring technique was to hire the best talent. So the organization changed the conventional method of the auditioning by putting up a screen in front of the judges who were supposed to select the talent.

The result was disparate from the previous auditions. Earlier the group hired more white people into the orchestra and the majority of them had been male. The new audition method resulted in more diverse people getting hired into the group. They include a mix of male, female, white, and black people.

Try adopting this technique at your workplace and see the change.

Happy reading

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