Is blind hiring the best hiring?

Most companies hire their workforce based on candidates' skills and abilities. However, in several practical experiences, we find internal-external references, prejudices and personal choices in recruitment change the course of selection. A skilled and qualified candidate may be overlooked for an applicant who has the name of elite college's degree or background on his resume. Such partial selection of manpower creates a monotonous team force and can adversely affect the productivity of the company.

Blind hiring

Over years, selection process in different industries has countered above problem. But very recently, a new concept of recruitment – 'Blind Hiring'–has started making headlines. Many companies are now taking it as a tool against unjust selection and an efficient way to increase diversity in the company's manpower with quality employees.

Blind hiring, a process to judge and hire a candidate based solely on his skills, gives no importance to one's personal information. Whidates are searched for an opening, only his/her name, experience and skills are counted in the process. A candidate's gender, age, caste, school/college attended, name of the companies worked for, relationship status, number of kids, parents' history and family background everything stands null and void.

The process only aims to determine performance—skills and abilities of the candidate through work samples or assessments.

Impartial selection

Blind hiring recognises the potential of the candidate and selectors do not hold any emotional biases. Hence, the selection process is free of pre-notions and inaccurate decisions. For example, if a fresher applied for a position had studied from a college which is consider of high regard, then inclination towards that candidate will be more. However, if the employers do not take into account the candidate's details other than his/her skills, they are able to recruit in a transparent and an unbiased way.

Time saving

This dynamic skill based hiring process saves lot of time, which otherwise HR of the companies have to spend in verifying candidates personal details. Few interview rounds and questions can be eliminated which only revolve around asking personal details. Further, when hiring in bulk is done, blind hiring proves to be the best option to have hired the right candidate.

Creates diverse work force

Every organisation needs to have a diverse manpower. However, due to traditional selection and recruitment process, its only few of the hired employees who meet the result expected compared to the result achieved. Many of the employees who shine during interviews with elite details mentioned on their resume lose their luster in delivering the outcome. In contrary, blind hiring always creates diverse work force that actually delivers.

Takeaway

A candidate's skills is the only factor which should be taken into consideration while hiring. Other factor may or may not offer the desired organisational goals but skills will. Thus, the saying stands true, giving real meaning in sight. "These are the skills we can take wherever we go in life, no matter what we do."

NO PREJUDICES IN RECRUITMENT

1. Candidates are searched for an opening, taking into account only his/her name, experience and skills in the process
    
2. This selection process is free of pre-notions and inaccurate decisions and largely makes for an impartial way of hiring
    
3. Questions can be eliminated which only revolve around asking personal details even in case of bulk hiring

The writer is executive coach and owner of www.thechrysallis.com