A recent BBC News report highlighted the issue of potential discrimination in the recruitment process based on names, and the potential use of ‘blind recruitment’.

This is the not the first time the issue has raised its head, with David Cameron promising in 2015 that a raft of civil service organisations would use “name blind” applications for recruitment from this year.

It’s an interesting issue, which prompts discussions about unconscious bias – the theory that we are unknowingly biased against certain factors shaped by our social and cultural upbringing.

And the BBC experiment which saw Adam get three times more interviews that Mohammed with an identical CV, although conducted only with small numbers, supports the conclusions of a larger amount of academic research pointing to unconscious bias in recruitment. Continue reading “What Blind Recruitment means for you”