This is to a certain degree a valid concern, as some information concealed during screening may become evident at the interview stage. However, unconscious biases are far more prevalent and impactful in the initial screening phase prior to shortlisting for interview, due to much shorter time constraints for reviewing each application. With a high volume of initial applicants and lacking ample time for rational reflection, reviewers at the screening stage are forced to make hasty decisions influenced by unconscious biases. Interviewers of shortlisted candidates, however, have more time to think more critically about each candidate and generally benefit from more familiarity with the role at hand. While some biases may persist at interview, interviews allow more time to reflect, recognize and consciously correct unconscious biases. Moreover, added measures like diverse interview panels and structured interview processes can further mitigate any biases persisting at the interview stage.

Yes. Studies have shown that blind recruiting raises the interview invitation rate for underrepresented groups. MeVitae has helped organizations achieve increases in gender and ethnic diversity of over 50%.

MeVitae can redact 32,000 documents in just 600 seconds. This automated process reduces the manual effort significantly, saving your recruitment team countless hours while speeding up the screening process.

While blind (or anonymized) recruiting does indeed tend to increase diversity and representation from underrepresented groups, its core function is to select the most suitable candidates based on their skills, qualifications, and abilities, irrespective of their background. By eliminating biases related to factors like age, gender, and ethnicity during the initial screening, blind recruiting ensures a fairer evaluation process where candidates are assessed on their merits.

Redacted background information, such as a candidate's age and gender, offers limited insights into character and personality, therefore exerting minimal influence on cultural fit assessments. It's worth noting that the anonymization process is primarily conducted during the screening stage, where biases are often more pronounced. The interview stage, with direct interaction and meaningful conversation, provides a better opportunity to evaluate a candidate's alignment with the company's culture and values.

Organizations using MeVitae’s Blind (Anonymized) Recruiting solution have reported an increase in diversity metrics within their organization by over 50%. MeVitae’s Fairness Lens solution can measure the impact of blind recruiting and any other interventions. Furthermore, the scientific literature substantiates these positive results.

Over the past two decades, a range of research has investigated the effectiveness of blind recruiting. Notably, Mariannae (2007) observed that blind recruiting balanced the interview invitation rate between foreign and native candidates, leading to comparable job offers. Additionally, Aslund and Skans (2012) found that blind recruiting elevated the interview invitation rate for females from 16% to 38%, aligning it with the rate for males (38%). For further details, refer to our most recent white paper!

Personally identifiable information, ethnicity, sexuality, disability and religion.

It takes more than 5 minutes to manually redact one document and 8 hours to redact 100 to mitigate bias in the screening process - MeVitae can redact 32,000 documents of any kind in 600 seconds.

No. The redaction doesn’t just ‘blank out’ the words, phrases or sentences but also replaces the word under the redaction so it cannot be detected.

Absolutely, and that’s not everything, you can also choose what bias parameters are used per role. For instance, for sales roles you may want gender to be redacted from CVs, whereas for customer service roles you may want all 26+ bias parameters to be anonymized from candidate CVs/cover letters, Diplomas, Certificates, etc.

No. We can redact documents regardless of how they were sourced. E.g., LinkedIn or direct applications.

MeVitae can anonymize multiple file formats including but not limited to docx, doc, pdf, rtf, odt and txt. Do you not see your files format here? Contact us as the solution will be tailored to your needs.

Yes. There should be no need for you to leave your current set up with your ATS/HCM. We pride ourselves in making it a streamlined process for all our clients.