Should you consider name-blind recruitment?

Should you consider name-blind recruitment?

​The Civil Service has been using name-blind recruitment for most externally advertised roles for the last decade, but it's still not that common in the private sector. How does it work and is it something worth considering?

​What is it and why consider it?

​Name-blind recruitment (sometimes called anonymised recruitment) is the practice of removing personal identifying details from CVs or job application forms. Although there's no legal requirement to anonymise recruitment, it is a way of tackling bias - whether conscious or unconscious - during the initial stages of the recruitment process, i.e. before a candidate reaches the interview stage.

​Name-blind benefits. It means that you will shortlist on interim-based solely on a candidate's skills, qualifications and experience and not their background, gender, ethnicity or where they live and so it can ensure greater diversity in your workforce and enhance your reputation as an inclusive employer. Studies have shown, e.g. that people with non-British sounding names are less likely to be shortlisted for interview than those with British names, even with identical CVs. Name-blind recruitment helps remove that bias. It may also mean you discover high-potential candidates that otherwise you might have overlooked due to unconscious bias, and it may reduce the risk of discrimination claims being brought against you by unsuccessful candidates.

​Name-blind recruitment typically means excluding or redacting such information as: (1) title and first and last names; (2) postal and email addresses and phone numbers; (3) date of birth or age; (4) gender; (5) ethnicity, nationality or immigration status; and (6) educational institutions, i.e. school or university names.

​Trap. It only eliminates bias at the shortlisting stage. You will still need to take steps to try and eradicate bias at the interview stage, such as by using more diverse interview panels and consistent questions and scoring.

​How to run a name-blind campaign

​You don't need expensive software to get started with name-blind recruitment (although such platforms and tools are available, e.g. Applied and Pinpoint) and neither does it have to be a time-consuming process. Even if you only make a few hires a year, anonymisation helps guard against bias. You could: (1) use a standardised anonymised application form rather than CVs; (2) instruct candidates to remove certain personal identifying details from their CVs before submission; or (3) put someone, such as an administrator, in charge of manually removing personal identifying details from CVs before they are forwarded to those responsible for making shortlisting decisions (although this method is less likely to be trusted by candidates).

​Tip. Essential personal details that you need to contact the candidate, such as their email address and phone number, can always be supplied separately and kept apart from those responsible for the shortlisting stage.

​Tip. Make candidates aware in the job advert that you are running a name-blind recruitment process, e.g. "we operate a name-blind shortlisting process to promote fair, diverse and inclusive recruitment". Also set out how it will work.

​Tip. Candidates can still be asked to complete an equal opportunities monitoring form but don't let those involved in shortlisting, interviewing and recruitment decision making have access to these forms.

​Name-blind recruitment is the practice of excluding personal details that can identify a candidate from their CV/application form. It can help with more inclusive hiring by removing bias from the shortlisting stage and so it is worth considering. Focus will then be on skills, qualifications and experience and not gender, nationality, background, etc.