The objective of any recruitment process is to bring as much talent as possible into the company, but recruitment is not without risk that would divert the organisation from this goal. Still, what is the value of choosing the blind recruitment?
In order for the employer's perspective on the candidate to be as objective as possible, and no possible favouritism or biases are incurred on the basis of gender, race, ideology, social class, etc. - whether conscious or unconscious - blind auditions or blind recruitment processes emerge. -whether conscious or unconscious - blind auditions or blind recruitment processes arise.
In 2003, the The National Bureau of Economic Research in the United States published the report Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination, a piece of work that highlighted the existing discrimination in the labour market.
According to research, White candidates needed to send a dozen CVs for any company to contact them. Whereas professionals with African American names had to send 15. to get an answer.
In Europe, Germany's Institute for the Study of Labour revealed that Applicants with German-sounding names had a 14% per cent higher chance of being called for an interview than those with Turkish-sounding names.
Similar results are achieved by another study carried out in France with people with Arabic names and another conducted in the United Kingdom on ethnic minorities.
It is therefore not surprising that in recent years, accusations of discrimination during selection processes have been published in the media against large companies, as is the case with Google.
As a consequence, many governments have proposed the implementation of blind recruitment as a system for improve the recruitment process. And ensure that access to the labour market is as fair as possible, The project is being piloted in order to evaluate its benefits.
In Spain, for example, the Ministry of Health, Equality and Social Services has launched a anonymous CV initiative in collaboration with several companies, an action that has led to an increase in the hiring of women from 12 to 36% in these organisations.
Through ‘blind recruitment’, or anonymous recruitment, the recruiter does not have access to candidates' data (Name, photograph, age, sex, origin, university of origin…).
The aim is to eliminate potential discriminatory biases and ensure that the most suitable people for the job actually get it.
Thus, once the job offer has been published, the recruiting company must focus their attention on the applicant's competencies and their suitability for the position in particular that needs to be covered.
To achieve this, in addition to the data from the anonymised CV, The recruiter will also be able to carry out tests or assessments - such as personality or psychometric tests, writing exercises, or problem-solving tasks - to gain the deepest possible understanding of both hard and soft skills. And thus, to know which are the key questions to ask a candidate before the personal interview phase.
As we have already mentioned, this form of blind recruitment is a very common form of recruitment. Promote equality in selection processes. Specifically, the ‘blind auditions’ generate the following benefits for the organisation:
Do you already have a better understanding of what blind recruitment involves, what its advantages are, and what it brings to a company's candidate selection process?
