Why You Should Use Blind Hiring
Blind hiring reduces hiring bias and ultimately helps your organization attract the best talent, be more productive, achieve greater diversity, and improve financial performance. In this article, we’ll take a look at what hiring bias is, why and how you should address it, and how our platform, Nerdly, can help you eliminate it.
If you’re looking to hire cloud professionals immediately, visit our NerdHerders page to learn more about our AWS talent solutions. But to dig into hiring bias and blind hiring, read on.
What is hiring bias?
We all hold some level of bias, whether consciously or unconsciously. Bias happens because our brains are hardwired to take shortcuts that help us make decisions quickly. However, these mental shortcuts that create our subjective realities can often lead to inaccurate judgments.
Hiring bias occurs when we form an opinion about candidates based solely on first impressions. In first meeting someone, our implicit biases come out. Implicit bias consists of the mental processes that cause us to reinforce stereotypes, even when we consciously think that reinforcing stereotypes runs counter to our belief system.
Similar to implicit bias is affinity bias, which is when people gravitate towards others who act, look, and think like they do. We might pick someone for a role because they went to the same school as us or because they seem like a good “culture fit.” Affinity bias makes us miss out on great talent just because they don’t look or act like us.
Why addressing hiring bias benefits your company
Making biased hiring decisions is detrimental to your company and employees. Without accounting for implicit bias or only hiring people we feel an affinity towards, we limit the types of candidates we consider for a role.
> Read more: How to Attract the Best AWS Talent
This results in a lack of diversity, creating a homogenous team that thinks similarly and has similar life experiences. Diversity within organizations is important because it leads to more innovation, better problem solving, and increased strategic planning, according to the Harvard Business Review.
Further, addressing hiring bias is important for your company’s bottom line. A study investigating venture capital firms found that diversity significantly improved financial performance. The financial benefits of diversity also extend to goods and service-based businesses, according to a study by The National Bureau of Economic Research.
Ways to avoid hiring bias
No process is perfect, but there are a number of ways your organization can reduce bias in your hiring process. Keep these tips in mind as you build out and adjust your hiring processes:
- Make sure your hiring staff is diverse. Build a recruitment panel of people of different genders, ethnicities, and backgrounds, as well as a wide age range.
- Write neutral job descriptions. Be aware of your word choice in writing job descriptions and eliminate gendered, racist, and ableist language.
- Conduct implicit bias training. This kind of training can help make people more aware of their implicit biases and help them take steps to reduce the likelihood that these biases will impact their decisions.
- Utilize skills assessments. Assess candidates based on their knowledge with skills assessments that let them illustrate their ability to do the job.
- Standardize interview questions. Emphasize skill- and talent-based questions over behavioral questions.
- Implement blind hiring practices. Reduce bias at the screening level by using blind hiring.
How blind hiring reduces hiring bias
Blind hiring aims to hide or “blind” candidate personal information that could influence a hiring decision. This process is typically used at the screening stage and involves removing details such as name, race, ethnicity, sexual orientation, gender identity, address, and schools.
> Read more: How to Hire an AWS Developer in 2022
By removing this information, recruiters and hiring managers are more likely to focus on the candidate’s experience and skills pertaining to the job. The goal is for candidates to be evaluated on their relevant work experience and skills rather than stereotypes that a candidate’s name, school, or perceived age might elicit in the mind of the recruiter.
Blind recruitment software
In addition to anonymizing resumes at the screening level, there are a number of blind recruitment software platforms you can use. Especially if you have a large number of applications coming in, a blind recruitment software system can help automate the process and replace demographic information with objective markers, such as ID numbers.
If you have the budget for it, these HR resources provide blind recruitment capabilities:
- Textio assesses your job descriptions and offers suggestions to help you attract diverse and qualified talent.
- Blendoor obscures the names and pictures of candidates, reducing unconscious bias and facilitating diversity in hiring.
- Greenhouse partnered with diversity and inclusion consulting firm Paradigm to make inclusive hiring practices integral to Greenhouse’s entire process.
- Toggle Hire reduces implicit biases at the earliest stages of the hiring process by screening resumes and cover letters for job-related skills.
- GapJumpers allows employers to ask candidates provide anonymous answers to assignments related to the roles they’re hiring for.
How Nerdly reduces hiring bias
Nerdly is our software-defined staffing platform that matches AWS professionals with cloud opportunities. Focusing on interviewing and vetting techniques, Nerdly uses machine learning to simplify the hiring process, saving teams time and connecting companies with the best cloud talent available.
The best part? Nerdly works to eliminate hiring bias from the hiring process by blinding resumes. If you’re looking to mitigate hiring bias while searching for cloud talent, click the button below to learn more.
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