![]() ![]() This can include: Applicant’s name and photoĪs part of a study, researchers sent out almost 13,000 fake CVs to over 3,000 job postings. The purpose of blind hiring is to reduce the risk of bias in the selection proves by limiting access to information that could inadvertently influence a decision. This is the mode that results in fast, unconscious decision making based on emotion, instinct, learned associations, and impressions we’ve created of the world around us.īut when we’re deciding who to hire, we should be using our System 2 brain-the mind’s slower, analytical mode where logic and reason dominate, enabling us to assess candidates on merit. In times like this when we’re overloaded, time-poor, or have lots of choices to make, we naturally fall back on our System 1 brain. Hiring managers are often time-poor, have hundreds of candidates to sift through, and have to make a lot of choices about who to progress to the next stage in a very short period of time. You’d assume that with the right training, the right team, and the right intentions the risk of bias in hiring is low. That’s why training and awareness around conscious and unconscious bias is still critical. Equally, blind recruiting doesn’t automatically result in a more diverse range of applicants, a fairer interview process, or ensure your new hires feel welcome and can progress in your organization. If you’re manually redacting applications and resumes at least one person is going to see the unredacted versions. ![]() Risk 3: Complacencyĭon’t assume that by enabling blind hiring you’ve done enough. It just needs to be applied in the right way.įor example, if an organization is using affirmative action, the recruitment team could put forward equal-split shortlists to hiring managers with blind hiring enabled for the hiring managers when reviewing the shortlist. If you have specific quotas around diversity, or use affirmative action to help improve diversity, blind hiring won’t be possible at every stage of the process-you can’t ensure an even gender split at the interview stage if you don’t know the gender of the candidates.īut despite there being well-publicized examples of blind recruitment trials that backfired, blind hiring can still help-even when trying to meet diversity quotas. Risk 1: Lack of contextĪ two-year gap in employment might seem like a red flag, but could be a very reasonable period to take off for somebody recovering from serious illness. Minus the expected turn time for results and start date, this was the fastest job placement I’ve dealt with one that didn’t feel like I was twiddling thumbs waiting for people.But if you know about them, you can head them off. Seriously, it was only one phone call interview with all the right questions, an assessment, a couple days of clarification and next step emails, then an offer with drug test and background check requirements. The process in dealing with this company however went so smooth and super quick! I’m amazed about it, and really satisfied with their effort and the type work I ended up getting especially being able to work remotely. Same deal like most employers now, an assessment and drug test is required. Jay was also preparing me for what was next. He was well prepared for placing a candidate in this position. Everything he asked, I promise, was exactly relevant to the work I am doing right now. He has a fantastic lead for remote employment. A down pour in about the third week of being in the hunting game, Jay contacts me. I highly recommend Pinpoint Staffing whether you’re a potential company looking for a staffing agency or someone looking for a new career. Jay even gave me an end of the assignment bonus for all the ups-and-downs I went through during Covid. Even after I was hired on permanent with his client, he made sure the transition went smooth. Jay was always understanding and helpful. Jay Gould was my contact and throughout the seven months I worked temporary for Pinpoint’s client, Jay’s response time to my questions and concerns was immediate. I’ve never had a better experience with a staffing agency. They didn’t miss a beat with making sure my first check was via direct deposit unlike some of the agencies I’ve dealt with whereby my first or even second check was mailed or I had to pick up. The hiring process was quick and easy (interview with agency/client and paperwork), not to mention Pinpoint’s office is conveniently located and upbeat and modern. I started a temp assignment through Pinpoint Staffing in mid-February 2020, just before the Covid pandemic. Pinpoint Staffing is one of the best staffing agencies I’ve worked for. Positive: Professionalism, Responsiveness ![]()
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