At first, you may dismiss blind recruiting as a gimmick. It sounds a lot like the process used to select candidates on reality TV shows. However – you shouldn’t be so quick to write off blind recruiting – you may just be blind to its advantages. The hiring process is, by and large, affected by biases we don’t know we have, and criteria we arbitrarily set without contemplating the implications of doing so. Blind recruiting allows us to get rid of some of these hang ups. We have no other choice but to place emphasis on what a candidate truly brings to the table, everything else aside.
The Recruitment Process Becomes Less Biased
Have you ever hired someone you were sure was a perfect fit, but found out in a few short months that you could have made a better hiring decision? It happens all the time, and it’s because our decision making is subconscious to some extent. You may not know that you’re biased, but you’re more likely to select candidates who are similar to you – even if that means they won’t be great employees.
A significant portion of communication is nonverbal. You may have similar body language to someone. You may feel as though you have a deeper connection to someone because they share your alma mater. Our brains are wired to fill in blanks and make connections, even when we don’t have sufficient information to fill them in honestly.
Have interviews with a candidate you cannot see, and whose voice you cannot hear. Having interviews by text or by email allows you to read and objectively evaluate a candidate’s responses and determine how they relate to his or her qualifications.
Company Diversity is Improved Through Blind Recruiting
What’s in a name? Truthfully, a lot. It has the same weight as an age, a gender, or an ethnicity. Sometimes, we fail to take a candidate seriously because they’re young, or because they’re a female applying for a high power job in a male dominated industry. Sometimes, we place cultural emphasis on names, and assume a candidate probably lacks English skills. We write people off before we ever give them a chance.
Several software programs exist that strip information out of a resume. What you get is a barebones account of skills and qualifications, and you have to make your judgement solely based off of a candidate’s strong points. This software is a worthy investment when it comes to improving your company diversity. You’re more likely to hire women, minorities, and people of all age groups when you’re unaware of who you’re hiring.
Different Mindsets Build More Productive Teams
Since we have a tendency to hire similar people based on the direct result of in-person interviews, your workplace is likely full of similar minds. Most people grill their applicants to see if they fit with company culture, and a lot of the time, the final hires turn out to be people who all think and feel the same way about core issues.
You’re skipping that process with a blind interview. Instead of assessing whether or not a candidate fits with company culture, allow them to assess themselves during the blind interview process. Present them with information about your company culture, and allow them to give their feedback. You’re more likely to employ people with various mindsets who can contribute to your company culture, rather than merely mimic it. Culture should be flexible and hiring such diverse employees can only lead to innovation and broader horizons within your company.
With more and more companies turning to blind interviews to assure the validity of their equal opportunity workplace and productivity of their teams, the process deserves a shot. After all, it’s the employees that make the company great.
Elizabeth Lee is an experienced content specialist working at PACK & SEND. She constantly grows her entrepreneurial mindset and is deeply interested in all aspects of establishing a successful business, including HR and marketing. Personally, Elizabeth is an animal-lover and traveler.
The post 3 Surprising Reasons Why Big Companies Move Towards Blind Recruiting (and Why You Should Too) appeared first on Blog.