The idea is that removing such information makes it easier for hiring managers, recruiters and HR professionals to make objective decisions about a candidate’s skills, experience and suitability for a role, and to lessen the risk of bias (whether conscious or unconscious) affecting the decision-making process. But how does it work in practice? Is it actually an effective tool? And how can you introduce it to your organisation? Read on to find out the answers to all these questions and more.Ī blind recruitment process involves removing the candidate’s name and other identifying factors – such as: Discover why hiding personal details from candidates’ applications helps to improve the diversity of new hires, and how to introduce it to your organisation using an ATSīlind recruitment is gaining traction as an effective way to recruit more diverse staff.
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