Boost Diversity and Inclusion with Blind Recruitment Software


Implementing a blind recruitment process can provide a big boost to your company’s diversity and inclusion initiatives. It will also ensure you select the very best candidates who can help your company grow and achieve its goals.

It is also important because even the most well-meaning person is vulnerable to unconscious bias, which is where we tend to instinctively favour people with whom we have some similarity in common. Using blind recruitment software can eliminate unconscious bias entirely, promoting inclusivity in your workplace.

Blind recruitment means removing any identifying information from job applications and CVs so the hiring manager or recruiter only compares the relevant qualifications, achievements and experience. With identifying information removed, the recruiter can avoid their decision being influenced by factors that unconsciously affect their preference.

Let’s look closer at how the blind recruitment process works.

How the Blind Recruitment Process Works

The blind recruitment process consists of several steps that remove identifying information from job applications and CVs before they are assessed by recruiters. 


The first step involves deciding which identifying information should be removed from the job applications and CVs, which will usually include the applicant’s name as well as information about their age, gender, ethnicity and educational background. Blind recruitment software can then remove the information from applications or CVs before they are reviewed by the recruiter. 


Recruiters or hiring managers then focus entirely on the qualifications and skills of each candidate before making their decision. 


Data should be tracked to gauge the effectiveness of a blind recruitment process, enabling recruiters to make improvements. Data to be tracked should include the diversity of the candidate pool as well as the final decisions for each candidate.  


Pros and Cons of Blind Recruitment 

Employing a blind recruitment process does involve taking extra measures when hiring, which could be considered a drawback to some. There is also the potential for the blind recruitment software to make an error by removing important information by accident. 


The benefits of blind recruitment do seem to outweigh the drawbacks though. We have mentioned reducing unconscious bias in the recruitment process as a benefit already, as well as increasing the diversity of the workforce. Blind recruitment also improves fairness, levelling the playing field for everybody. 


There is also another big benefit, which comes in the form of improving your employer brand and image. By ensuring you use a fair and inclusive recruitment process to create a diverse workforce, your company demonstrates that it values diversity and inclusion, making it a much more attractive place to work for candidates.   


Maximising the Effectiveness of Blind Recruitment 

Blind recruitment on its own may not be enough to ensure you have a diverse workforce. It is important to examine how your job descriptions are worded to ensure everyone feels welcome and that no one is excluded through clumsy wording or phrasing. 


There are also other measures that can be implemented to support your blind recruitment process such as structured interviews that are identical for each candidate. You can also commit to diversity quotas and make sure you are engaging with diverse candidate pools when looking to fill a role.  


If you’re hiring for a new role in 2024, get in touch with our specialist recruitment team here at Exchange Street to help you find the perfect fit to improve and diversify your organisation. 

Exchange Street