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The HR Forum

Hi All

 

We have had a new recruitment system couple of months ago and we just realised that we are unable to seperate an applicants personal info from the whole application at the shortlisting stage(all comes a s a PDF when the job ends). Which means the panel is fully aware of the name, sex, address telephoene number etc. The equality information isnt available but the personal info is . Do you think this might in some way influence the panels decision on who to shortlist. Can you share some ideas on what your organisations do please?

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Replies

  • Some interesting observations here:

    https://www.theguardian.com/commentisfree/2017/feb/06/more-than-bli...

    I guess it depends on the level of awareness and training within the business.  Blind CVs are not that common currently.  It would be fascianting to run a shortlist based on blind versus including the information.

    All the best

     

    Sarah

    It takes a lot more than blind CVs to combat bias and boost diversity | Poppy Noor
    Job applicants still face too many hurdles, from family background to the colour of their shoes and unhelpful careers advice
    • Thanks Sarah!

      It takes a lot more than blind CVs to combat bias and boost diversity | Poppy Noor
      Job applicants still face too many hurdles, from family background to the colour of their shoes and unhelpful careers advice
This reply was deleted.

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