Click on the heading to continue reading.
Because our brains are really good at making fast decisions about people, which in many cases are spectacularly wrong, many corporations are struggling to hire the right people, which is impacting their success in the war for talents and, in times of higher migration, for example, leading to some very good people being unable to find the right job.
One simple step in handling unconscious bias in recruitment is blind recruitment, also called name blind recruitment. A name on a job application may, for example may give unconscious signals about the applicants’ economic background or ethnicity that might influence a hiring manager’s decision about whether or not to process their application and grant an interview
Blind recruitment often also involves removing other identifying data, such as age, gender, home address or the school or college the applicant attended. Data which may also influence the recruiters decision on whether an application should be processed or rejected.
The aim of blind recruitment is that allows the recruiter to make more objective decisions by focusing on the candidate’s suitability, based on competence and experience. In so doing, lessening the risk of unconscious bias in the recruitment process.
This also means that the applicant can be more sure that they have been treated fairly in the recruitment process.
In our inhouse unconscious bias training, we look at these and other challenges and solutions. Why not take a look www.international-hr.de/Leadershipskills