Weighing on choosing the right candidate for a job should be just his skills and soft skills. Being excluded or favorites based on items such as gender, nationality, age, education is not right.
According to a recent analysis of the Hays Journal, the publication of the Hays group dealing with new trends in the selection, many companies around the world have chosen “blind recruitment.”
They have decided to voluntarily remove from the CV of the applicants’ information that reveals its identity, such as the name, date of birth and the schools attended.
Objective: Avoid prejudices
The purpose of blind recruitment is to choose the most suitable person for the role without the selector being influenced by more or less conscious prejudices. Valuable miscalculation errors are called psychological “cognitive distortions” and have a great influence when choosing a candidate.
The halo effect, for example, is what brings a recruiter to make a positive or negative judgment on the basis of a feature (such as the external appearance, the ease, the way they dress) and this impression is extended to the whole person. A classic case is where a “beautiful” person is also considered “good.” Human Resources Experts are aware of the need to eliminate these discriminations. Hence the need for blind recruitment.
Our attitude changes depending on whether we relate to someone who belongs to or belongs to our own group, to our circle. For example, our thinking is conditioned if we read the curriculum of someone with a family name that we have studied in our university or that was born in our own year. And this can affect career opportunities for a professional.
In 2014, three American entrepreneurs launched GapJumpers, a platform available to the recruiter that allows candidates to submit some anonymous tests to test their technical skills as the first stage of the selection.
The three founders have repeated in numerous interviews that the system works a bit like the one in the “The Voice” program, where judges decide which competitor goes to the next shift according to her singing skills, without looking at the look of those who it shows because it is turned on the other side.
Companies that adopt it
Among those who have long chosen blind recruitment, there are great companies such as Deloitte and HSBC.
In 2015, in the United Kingdom, a topic debate, articles, and expert opinions began, when former Prime Minister David Cameron announced that the government and some of the country’s major companies had decided to launch a strategy to remove the name from applications for the lowest level positions. EC, Virgin Money, the BBC and the UK Health Service are some of the companies that have chosen to delete the name from CVs received.
Some of these companies, such as Deloitte, have decided to talk to potential future employees without even knowing the home address, school or university attended. These elements could give news of a person’s economic status and disadvantage those who live or study in areas of the most disadvantaged city or who have not graduated from the most renowned universities.
The interview in the dark would also be beneficial to the company, according to Hays’ analysis. This is because it diversifies human resources and has a more diverse work environment. The diversity of backgrounds and personality in an office is considered by many studies as positive for team productivity. McKinsey has dedicated this topic to its Diversity Matters report.
A case that shows the benefits of the selection in the dark is that of the Toronto Symphony Orchestra. Until 1980 it was composed almost exclusively of men. Faced with a fall in the prestige of the group, decision-makers decided to increase diversification and used a new method for recruiting musicians.
The auditions took place behind a screen so that the candidate could not be seen, but just hear it play. The orchestra that came out was composed for half by men and the other by women and showed better performances than before.