With unconscious bias and diversity being front of mind for most organisations, 'blind' applications are becoming more prevalent. To remove name, age, gender are the obvious things, however the bias goes further, removing college and university names for example.
However, can they ever truly be 'blind' if right to work checks and seeing passports happen before interview?
While 'blind' applications are a positive step forward, there is more work to be done than rely on a solitary fix for unconscious bias.
The article below sets out pros and cons for 'blind' applications with views from 3 recruiters and gives food for thought if it’s something you’re considering or have already moved to.
The aim for this hiring method is to prevent recruiters and hiring managers from making unintentional judgements and to give every candidate a fair chance to secure a job.