Blind Recruitment Process

The first step to blind recruitment is realizing it s a process. Blind recruitment is useful in reducing bias in graduate entry level skills based or technical roles. Create processes that match your blind recruitment criteria.

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Here are three ways to add blind hiring to your recruitment process.

Blind recruitment process.

When recruiters do not have the option of knowing personal information they cannot actively pursue diversity. Blind hiring technique 1. Blind candidate screening blind hiring at the screening stage starts by removing personal information from candidates profiles and resumes such as their names and photos. Blind hiring can actually hinder diversity in hiring.

These include age address or location years of experience and school or university names. Many organizations seek out minority candidates in the hiring process as part of their commitment to affirmative action. It helps your hiring team evaluate people on their skills and experience instead of factors that can lead to biased decisions. Blind recruitment is the process of removing any and all identification details from your candidates resumes and applications.

A blind recruitment process means removing the candidate s name and any other identifying factors from applications. Once you ve decided what you can blind from the interview. Know biases are something everyone has and train. Figure out how far you want to take blind recruitment.

Blind hiring reduces biases during the talent acquisition process by removing information like name gender religion or socioeconomic background. It also removes things like academic qualifications or experience meaning candidates are judged based on skills not where they came from.

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