Eliminate Unconscious Bias With Blind Recruitment Strategies

However open-minded we might think we are, we're all subject to unconscious bias. Without even knowing it, we make judgments on people based on a range of criteria about how similar or different they are to us. During the recruitment process, those unconscious biases may lead to certain candidates being ruled out, despite their talents. The best way to boost diversity within your organisation is to embrace 'blind recruitment'.

Blind recruitment strategies are a way of limiting the amount of information a recruiter has, so that they're judging applicants solely on their skills and experience. The concept goes back to the 70's and started when orchestras noticed that they were made up of mostly white men. In an effort to increase the number of women recruited, orchestras started holding auditions behind a curtain, so the musicians were judged on their playing abilities alone. 25-45% more women were hired as a result.

Today's strategies are similar. Some companies ask candidates to remove all personal information before submitting a CV – name, gender, ethnicity, date of birth, that sort of thing. Other HR departments will enter all the candidates' information into an Excel sheet and hide certain columns. If you have the budget for some new software, then tools such as Pinpoint and Blendoor are applicant trackers with blind recruitment built in.

Whichever method you adopt, by removing demographic data from applicants' resumés, you're more likely to hire a diverse workforce. There's a lot to be said for gut instinct in the hiring process, but not when unconscious bias plays a part and disadvantages some high-potential applicants.