“Blind hiring” is a process by which candidates are reviewed based on their measurable or documentable credentials only; not based on a personal face-to-face interview. In theory, this process can eliminate the non-qualifiable (what some would call “messy”) aspects of the hiring process. Interviewers often feel a connection with candidates that can’t be defined or measured and may be based on nothing more than their mood, their own likes and dislikes, clothing, vocal styles or even the weather on the day the interview takes place.
Unfortunately, this list includes subtle preferences that go beyond personal associations and extend into the realm of cultural baggage like sexism, racism, and deeply rooted, toxic hiring biases that most companies would rather eliminate. Since deeply ingrained biases can’t be surmounted by a simple act of will on the part of the interviewer, some companies are looking for more reliable methods. Could these methods be right for you?
Set your candidates up with tests that can be digitally accessed from any location. This will eliminate toxic bias, subtle preferential treatment, and even the influence of the kinds of credentials that appear on a resume. Less educated or inexperienced employees may perform far better on certain skill tests than their degree-holding counterparts, but of course your hiring success will depend on your ability to align the tested skill set with the actual daily requirements of the job.
During a blind hiring process, you’ll still need to assess the candidate’s adaptability to your company culture. Since “culture” is a non-quantifiable amalgam of intangible qualities, reduce your focus to just two or three. For example, how long do your teams typically stay in the office on a normal day? Do they leave at midnight or go home comfortably at five? Find the answer, then simplify the question for your employee. Try: “What do you consider a long workday?” In another example, if your workers are solitary and don’t interact socially, ask: “Do you thrive in a solitary environment or do you prefer socialization and teamwork?”
Balance and Prioritize
Since no hiring process can be truly blind, organize your priorities. For example, if employee X performs well during skills testing but lacks a formal education, and employee Y is highly educated but performs poorly, which will you choose? Which do you value more: the commitment and focus suggested by a college degree, or the raw skill suggested by test performance? Choose your answer before you choose your candidate.
Work With a Top Recruiter in Scottsdale
For more on how to find the candidates that can handle the unique challenges of your industry and your workplace, contact the recruiters at the ACCENT Hiring Group.