In a blind interview the identity of the interviewee is concealed so as to reduce interviewer bias. Blind interviews are sometimes used in the software industry and are standard in orchestral auditions. Blind interviews have been shown in some cases to increase the hiring of minorities and women.
Blind Hiring was developed to help eliminate instances of possible discrimination based on race, sex, age, socioeconomic background or education.
In blind hiring candidates are allowed to be interviewed anonymously and often take online skills assessments to determine if they are qualified to the job they are applying to.
Using Artificial Intelligence and specifically Cognitive Technology, such as Chatassess and Adept15, the assessments could come in the form of a series of video interviews and scenario questions, or in the form of gamification which could be completed using mobile devices. Companies are also using facial recognition software to assess a persons traits and expressions.
Before the interview the employer would define a series of competencies and concepts and come up with questions to tackle these which would be programmed. They would then define and agree the identifiable responses (positive and negative). The actual candidate responses would then be scored against these identifiable responses with the most negative and unsuitable being eliminated automatically and the most suitable being shortlisted.
Why use blind hiring?
Competencies and not personal experience.
Blind hiring should help a company recruit free of personal bias by focusing on competencies and not education/ experience. The cv is no longer needed and dates of experience are not relevant.
Cost
Blind hiring can help reduce costs when hiring at large volumes. For example where there are several hundred of job applications, using blind interviews may help an employer quickly shortlist the most relevant candidates and ensure that the selection process is free of bias.
Increase diverse workforce
Choosing careful wording can help a company attract candidates from a more diverse range of backgrounds and therefore help increase the diversity of employees and social mobility. By not having a cv with dates, education or personal information discrimination in the selection process can be eliminated as much as possible.
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