20 September 2023

Blind CVs: What are they and what are their advantages?

In today's competitive world of work, the recruitment processes have become a challenge for the recruitment process. for both employers and candidates. Unfortunately, discrimination based on gender, physical appearance and other factors still persists in some work environments, hindering equal opportunities and limiting diversity in companies.

Hiring based on personal bias can lead to the exclusion of great talent and compromise the success of an organisation. That is why more and more companies are resorting to a technique called «blind curriculum» or ”blind hiring” with the aim of promoting fairer and more equitable recruitment.

What is a blind CV?

Although we have already discussed what things do not contain these types of CVs, there are a series of elements that are essential for structuring them in an appropriate way.

Statement of objectivesBriefly summarise your career aspirations and goals.
Professional career: This type of CV focuses on the candidates' experience and skills, making it very important to detail their entire professional history in chronological order. This includes companies worked for, roles held, projects, etc.
Training: Include training related to the position. University degree, vocational training, courses taken, certificates, and the educational institution where you obtained them.
SkillsList your relevant skills and competencies for the role. These can include technical skills, computer knowledge, languages, interpersonal skills, among others.
Publications: If you have published articles in the media or participated in talks or training sessions, mention this on your CV without giving personal details in this initial phase.

Advantages of blind CVs

Using blind CVs in recruitment processes has multiple advantages for the company:

Eliminate personal biasesAs we have already mentioned, by not including personal data in CVs, prejudice is reduced, leading to a fairer selection among candidates.
Equal opportunitiesThese CVs are more focused on candidates' skills and professional experience, so everyone has the same chances, regardless of gender, race, or any other personal characteristic.
Improve the quality of recruitmentOccasionally, if interviewers let their prejudices and biases guide them, beneficial talent for the company can be lost. Therefore, by not having personal information, this type of CV allows for the identification of the best candidates.
Greater diversityNumerous studies conclude that having diverse profiles within a company can boost it. This type of CV helps companies build more diverse teams and harness a wide range of perspectives and skills.
InnovationThe diversity of profiles within companies drives creativity and innovation, assisting in the generation of new ideas that can help to boost the organisation.

Disadvantages of blind CVs

We have already seen that the blind hiring has many advantages, but there are some drawbacks to this format:

Biases at other stages of the processWhile these blind CVs produce very good results in an initial screening of candidates, unconscious biases may still appear in other stages of the process, such as interviews.
Sectoral limitationsIn certain sectors or positions, where image is essential to the position, this model may not be effective.
Possibilities of manipulation: As there is no personal information to verify the CV data, candidates may exaggerate or include false information in their documents.

The digitisation of blind curriculum vitae with ATS

The digitalisation of blind CVs using applicant tracking systems with the ATS, an acronym for applicant tracking system, has made selection processes much more efficient and quicker.

These systems allow manage large volumes of CVs and apply filters based on objective criteria, which facilitates the identification of candidates with the necessary skills and experience for the role. By eliminating personal data and applying an approach based on keywords and specific requirements, ATS systems ensure an impartial and fair analysis of CVs, avoiding bias and discrimination in the early stages of selection.
En conclusión, los currículums ciegos han surgido como una herramienta prometedora para mitigar el sesgo inconsciente en el proceso de contratación. effective tool for addressing discrimination in the Selection processes and foster equal opportunities in the workplace. It is important to highlight that, in addition to using blind CVs, companies must also focus on creating attractive job offers, with good pay, flexibility and social benefits to attract and retain talent.