The phrase "blind recruitment" is correct and commonly used in written English.
It refers to the practice of removing personal identifiers, such as name, gender, age, and race, from job applications in order to reduce potential biases and promote diversity in hiring. Example: "Our company has implemented blind recruitment as a way to ensure fair and unbiased hiring practices. This means that all applications are reviewed without any personal information, allowing us to focus solely on the qualifications and skills of the candidates."
Blind recruitment has been introduced in many companies in recent years.
He mentioned that the Toronto Symphony Orchestra introduced blind recruitment in the 1980s by auditioning musicians behind a screen.
We seek different talent in different places, level the playing field through blind recruitment, and insist on a diverse candidate slate for open positions".
There were still too few people from ethnic minorities in the senior reaches of the Home Office, May said, and that initiatives such as "blind recruitment" were needed to improve the situation.
Indeed, were she to be entering law today the lack of a Russell Group university on her CV would probably be even less of an issue, with leading firms Clifford Chance and Mayer Brown recently developing "CV blind" recruitment initiatives in order to avoid unconscious bias and widen the pool from which they recruit.
Technology may be able to help with this, as can policies such as blind recruitment, where information that could be a clue to any biasing characteristic including race, age, gender, or social class are removed from resumes before they reach the hands of hiring managers.
Many of the big law firms have been working hard to recruit from a more diverse pool, introducing initiatives such as CV-blind recruitment, whereby candidates are judged solely on an essay and interview, or providing workshops, work experience and mentoring, as well as more scholarships for underrepresented groups.
One recommendation in the report is name-blind recruitment.
Other recommended policies include possible legislation to introduce name-blind recruitment by employers, local budgets for Jobcentre Plus offices to fund targeted support in areas with high levels of Muslim unemployment and a dedicated careers service for minority ethnic students in universities.
"They keep saying: 'I can't get a job, I've applied hundreds of times.' Others tell us: 'When I turn up I get questions like would I wear that all the time?" In August the parliamentary women and equalities committee urged ministers to introduce "name-blind recruitment" to stop employers dismissing names that were not white-sounding.
We launched a diverse communities manifesto this year and we would reinstate public sector equality duties, introduce equal pay audit requirements on large employers, launch an inquiry into names-based discrimination and consider rolling out name-blind recruitment practices if necessary.
