8 Surprising Blind Hiring Statistics
February 08, 2023
February 08, 2023
Did you know that minority applicants resort to "whitening" their resumes to get an interview? They accomplish this by changing their first name or removing extracurricular activities from their resumes, such as being part of undergraduate social groups that might reveal their race.
Their interview callbacks doubled as a result of this strategy.
This shows that hiring managers, intentionally or unintentionally, avoid giving candidates a chance by simply looking at their names and drawing conclusions about their ethnicity.
This is the kind of bias that gets included in the hiring process when you resort to traditional hiring practices. As a result, employers have begun to resort to blind hiring techniques, which are meant to eliminate any bias from the hiring process and hire the most skilled person for the role.
The following statistics will give you all the information on the effectiveness and usefulness of blind recruiting. We also outline the pros and cons of blind hiring, which can help you decide if this hiring practice is right for your organization.
Blind hiring is a practice that is used to hire the most skilled professional by eliminating all personal information (such as gender, race, ethnicity, etc.) from the hiring process.
One of the main reasons for using blind hiring practices is to eliminate gender discrimination. Irrespective of what job role it is, 1 in 5 women experience discrimination in recruitment as opposed to 1 in 20 when it comes to men.
When you have identical candidates to fill the job roles for your organization, you encounter a dilemma and, in the end, "go with your gut" when you make the final hiring decision. However, you are unaware that your gut consists of a significant amount of unconscious bias that you are unaware of.
Minority applicants have received twice the number of callbacks when sending out "whitened resumes". They achieve this by strategies like altering their first name in the resume or leaving out extra-curricular activities such as being part of undergraduate student groups which could reveal their race.
According to a CareerBuilder survey, 20% of employers feel the candidate must have an online presence. Many candidates lose potential job opportunities solely because they do not have an online presence.
According to research, nearly one-third of ethnic minority applicants were denied an interview solely on the basis of their ethnicity, whereas white people with identical qualifications were given the opportunity to interview for the same job role.
With remote work increasing significantly over the past couple of years, most companies are looking to hire the most talented individual, regardless of geography or demographics.
This is one of the key positive impacts of diversity hiring. Research also shows that companies with a diverse workforce are more likely to have financial returns above the industry median.
A survey by SomeoneWho found that most HR managers were either sure that bias affected their candidate choice or unsure how it affected their choice. Only a small percentage of managers believed that their decisions were unprejudiced.
The statistics point to the fact that blind hiring can benefit your organization in a significant way. However, like all hiring practices, it also has its drawbacks.
Clearly, the blind hiring methodology has its benefits. However, it still is not the one-stop solution for all hiring decisions. By carefully analyzing the pros and cons of blind hiring, you can gauge the extent to which you want to use blind hiring for your organization in order to optimize your hiring process.
By combining blind, referral, and skill-based hiring techniques, you can optimise for not only finding the best candidate for the role but also for incorporating diversity into your hiring process.
Pragnesh is the EiR at Adaface. He loves reading books more than scrolling through social media, which is a big deal if you ask him.