As human beings, we are prone to subconscious bias when it comes to making decisions about people. It is the way our brain functions – by finding out a shortcut for making things simpler for us. It is prevalent in most human interactions, including recruitment. It starts from the very first moment you meet a candidate. Depending on your tastes and preferences you pick up one favorable or unfavorable attribute of the candidate and extrapolate it to all their attributes and create a liking or disliking for the person based on your initial impression of them.
But should first impression really be the final impression? And if you, as a recruiter, are falling prey to Halo Effect, are you doing justice to all the candidates you are interviewing? And most importantly, are you doing justice to yourself as a recruiter?
So, what is the best workaround to decrease the effect of subconscious bias in the selection process of the candidates and encourage workplace diversity? A number of organizations, including Google, the Australian Bureau of Statistics, Westpac and the Victorian government are now embracing what is called “blind hiring.”
Blind hiring is an innovative organizational hiring strategy that aids in countering deliberate or latent bias during the interview process by hiding some part of the candidate’s identity. It is used to eliminate the scope of possible discrimination on the basis of age, socioeconomic background, education or gender. This ingenious strategy assists recruiters to focus their attention on the skill set of the candidate, and the ways it can be helpful on the job.
In this downloadable pdf guide we discuss:
- What is blind hiring?
- What are its pros and cons?
- What are the different types of blind hiring?
- What are the steps to implement the blind hiring process?
- What are the tools that help organizations conduct blind hiring?
- How to use blind hiring to promote equal hiring opportunity?
- How virtual reality will assist blind hiring in the future?
If you are a hiring manager or recruiter or in charge of the overall HR function in your organization, this is a must have resource for you to understand whether you own hiring process suffers from any subconscious bias and what you can do to eliminate it and improve the quality of candidate you hire.