One of the most effective replacements for hiring from a CV is known as blind hiring. While it might sound somewhat controversial at first, blind hiring has become among the leading forms of pre-employment assessments. It creates a process of bias-free hiring that removes the need for a personal connection and also removes other stigmas and biases that can come into the hiring process. It’s one of the main reasons why major companies are taking part in using blind hiring.

Indeed, companies as varied as the BBC, the NHS, Deloitte, and even HSBC banking are using a blind hiring system in some capacity. It’s become a far more erudite way of hiring and has become a major part of the process for many companies outside of those listed. Why, though?

Blind hiring removes unconscious biases

A great part of the benefit of using blind hiring is that it almost instantly gets rid of the need for companies to worry about unconscious biases. As such, they wind up making far more informed and genuine hiring decisions which can only benefit the company in the years to come.

Blind hiring helps to also promote a greater sense of ethnic diversity, as well as diversity of thought. Previously, hiring would happen based on a recommendation as much as anything else, which would mean that many like-minded people would operate in one building. This would lead to a lot of consensus within a business, which inhibits innovation and progression.

That’s why many companies are using blind hiring to help make their workplace hiring systems even fairer. It will help to ensure that people are not written off due to their name, their location, their education, or anything else. in the past, it has been shown with ethnic names have benefited from a blind hiring process as it removes the need for any worries about unconscious biases.

Instead, people are hired based solely on the merits and the skills that they bring to the table. This makes it much more likely that they can land a position within a company that might otherwise have looked internally for a staffing solution. It’s better to judge a potential employee based only on their ability to do the job, not their background or where they live/grew up.

As such, blind hiring is becoming a prominent form of employment adjustment as it helps to ensure potential employees aren’t overlooked. 

Name-less hiring: a step in the right direction

A big part of the process that really inspires a lot of people, though, is the fact that name-less hiring removes the fear of not being picked on merit. A good quality company should always look to pick people based on their ability to do the job, not their characteristics or who their friends are.

This, though, has long been a massive part of the problem for a lot of companies. They are reliant on picking people from certain backgrounds, or because a certain member of staff has recommended them. While that might seem admirable, most of the time it’s not as positively recommended as you might first assume. For example, it’s commonplace that someone could miss out on the screening for a potential job they would be perfect for because they come from a run-down area. Since blind hiring looks to remove any knowledge of where someone comes from and the like, they are far more likely to land a position within a company based on their skills.

It’s been proven in the past that where someone comes from does not necessarily have a detrimental impact on their ability to do the job they have been hired to do. The sooner that this can become a genuine realisation, though, the better. More companies are using the blind CV system to commit to a bias-free hiring system. It’s important in the future, then, that this can become commonplace in the working world.

Blind profiles create a better profile of the employee

Another reason why blind profiling is so big in the employment industry at the moment is quite simple: they know exactly what is to come next. Blind profiles are among the best ways to improve performance-based selections as more information is available on their professional suitability.

By ensuring that things like their working accomplishments and their project successes can be the focal point, this works to help promote staff who might otherwise have been ignored. It will also play a key role in making sure that their academic achievements and personal successes can be the main thing that is looked at; not their name or their background.

Many times, someone is picked for a job by their name, their background, or their age. With the help of blind profiling and bias-free hiring, more people can get opportunities that would otherwise have passed them by. It also allows the working world to be freshened up, giving people a chance who might not have been given it normally under a less progressive system.

By removing any chance for discrimination, this system works exceptionally well. It ensures that everyone involved can enjoy a much more satisfying working experience, improving their sense of professional well-being and also improving workplace diversity.

This is a system that has been shown to help reduce the need for people to simply ‘get lucky’ and be picked out by chance. Instead, it ensures people can get picked on their merit, not their social circle or their postcode.