Research on unconscious bias has shown that information like a person’s name can affect how they’re viewed and subtly prompt managers to make unfair decisions.
So-called “blind hiring” redacts information like a person’s name or alma mater, so that hiring managers form opinions based only on that person’s work. Companies invite job candidates to perform a challenge — writing a software program, say — and bring the top performers in for interviews or, eventually, job offers.
Bosses say blind hiring reveals true talents and results in more diverse hires.
(1) Thank you Persha Valman for the tip.
(2) “Unconscious bias” — cf. How to avoid hiring someone just because you like them.
(3) “Form opinions based only on that person’s work” — see (i) The best way to find out how good a candidate really is, (ii) How to run a job interview and (iii) How to test job candidates for “learning agility”.
(4) However, there are pitfalls in testing and looking at past work — see The limits of trying to test people when you’re hiring and Don’t hire based on past experience.