Hiring Blind Recruiting In The Workplace

Blind hiring seems beneficial as a Platonic concept but not once you apply it. If both employees have similar skills and abilities then you might as well as be hiring blindly because they both will be beneficial to the organization as dictated by the job requirements and nothing else should sway your decision. But I think it is also taking it too far by having anonymous interviews such as changing the voice or not seeing the interviewee, because as the article stated that takes away from the human element that could be useful in the workplace. For example, their attitude or body language is no longer seen and they might not be a fit for the organization or vice versa, the interviewee might not like the interviewer and now that observation is taken away from them. Also the fact that might exclude the resume from the application process altogether is also not a good idea. Being doing so you take away your point of reference of the person, and you're just going on intuition, which isn't good decision making because you shouldn't be deciding very quickly or without much empirical evidence on why this person is good for the long term benefit of your company. Also if your job has specific skill sets they're looking for, then you need a resume to be able to prune out the unnecessary applicants. …show more content…
So I agreed that instead of looking at how to get diversity into the workplace, they should first see if the workplace has a culture of being bias and then work from there. Because it doesn't matter if you have diverse applicants if they are never gonna through the door with ingrained bias or because of a workplace with a bias