What is anonymized recruiting and does it actually work?

Cognitive biases play a significant role in shaping our decisions, and this holds true even in the hiring process. Surprisingly, around 90% of biases occur during the longlisting phase, potentially compromising the fairness and inclusivity of candidate evaluations. To combat this issue, the innovative practice of anonymised recruiting has emerged, strategically redacting personal identifiable information from applications to mitigate biases.

As the adoption of anonymized recruiting continues to skyrocket, emerging research is shedding light on its effectiveness and the positive impact it can have on organizations.

Sources

[1] An Eye Tracking Study among Recruiters: How to pass the initial Resume Screening | LinkedIn

[2] Minority ethnic Britons face 'shocking' job discrimination | Race | The Guardian

[3] Science faculty's subtle gender biases favor male students - PubMed (nih.gov)

[4] Field Experiments of Discrimination in the Market Place | The Economic Journal | Oxford Academic (oup.com)

[5] Do Anonymous Job Application Procedures Level the Playing Field? - Olof Åslund, Oskar Nordströum Skans, 2012 (sagepub.com)

[6] Clifford Chance Introduces ‘CV Blind’ Policy in Graduate Recruitment | AllAboutLaw

[7] Effecten van derogatie op de kosten van mestafzet — Research@WUR