Can ‘blind hiring’ combat bias?

Bias exists in the recruitment world.

No, it’s not nice to hear. Yes, in an ideal world it wouldn’t. But there’s no denying the fact that it does. As a recruiter, a huge part of my job is making sure that biases don’t creep into the recruitment process, and making sure that everyone has a fair chance when they’re applying and interviewing for a new role. Whether it’s when reviewing CVs, whilst conducting interviews, or at any other stage in the recruitment process, anything that can be done to combat bias should be strongly considered.

Now, combatting bias is a huge topic, and one that can’t possibly be covered in just one blog. With that in mind, I wanted to start the conversation by covering one aspect of this that seems to be gaining traction at the moment – blind hiring.

So what biases exist? And how can blind hiring help combat them?

Download the PDF below to find out exactly what blind hiring is hoping to combat.

What’s the verdict?

Whilst blind hiring is gaining traction, it’s not a foolproof solution and does leave a few questions.

Is it realistic? How does it compare to other methods of preventing biases creeping in? Does it address the root of the problem? I’m going to talk all about this in a future blog… so watch this space!