Blind CVs serve to avoid biases in the first steps of a fairer selection process, but they do not prevent biases from appearing at the moment of human contact, which is precisely when the hiring is defined.

So the question is: is it possible to choose the best candidate objectively?

At the time, they seemed to be the almost perfect solution. If recruiters did not know the data most likely to generate discriminatory criteria, the selection of a candidate for a job would be much more objective. The trend that started in England soon spread to many other places: blind CVs began to exclude candidate data such as: photograph, nationality, gender, age, place of residence, and, in some cases, even the person's name. Because even something so basic could give clues about race, place of origin, or residence.

The premise was simple: judge the applicant solely on their qualifications and experience. Moreover, with the application of Artificial Intelligence tools in the first steps of selection processes, bias should be even more ‘out of play’, as what is being analyzed is vast amounts of anonymous data.

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Blind CVs appear to be a progressive solution to a persistent problem. By removing identifiable characteristics, recruiters can focus on merit rather than preconceptions or bias. It levels the playing field, offering opportunities to individuals who might otherwise face based on factors unrelated to their abilities.

However, as this practice gains momentum, questions arise about its efficacy and implications for transparency and trust between employers and employees.

But, digging a little: the prejudices are still there…

But there is a problem: blind CVs only scratch the surface of a deeper issue. While they may alleviate initial biases, they do little to address ingrained prejudices that surface during the interview stage. Once face-to-face interactions occur, unconscious bias can resurface, potentially influencing hiring decisions. Moreover, some contend that blind CVs create a false sense of objectivity, leading to complacency in tackling systemic biases within organizations.

Empirical evidence about the effectiveness of blind CVs is mixed. While some studies suggest a modest reduction in gender and racial biases at the shortlisting stage, others find minimal impact on overall hiring outcomes. This ambiguity underscores the complexity of bias in recruitment and the need for multifaceted solutions.

There is not a lot of research to cite figures on the effectiveness of blind CVs, but a few facts give clues:

-In a survey by Agency Central, 96% of recruiters think unconscious bias is a problem. 

- A case study by the National Bureau of Economic Research found that when personal information was removed from job applications, the number of women hired increased by 50%. 

Blind CVs serve as a valuable tool in the quest for fairer recruitment practices. However, they should be viewed as a complement rather than a substitute for broader initiatives to combat bias. Transparency and trust between employers and employees flourish not through concealment but through genuine efforts to recognize and address biases at every turn. 

True diversity and inclusion require a holistic approach that addresses biases at every stage of the hiring process. So, blind CVs are just one piece of the puzzle. To achieve true diversity and inclusion, a comprehensive approach is needed that addresses bias at all stages of the recruitment process. This may include bias awareness training, implementing structured interviews, diversifying recruitment panels, defining clear assessment criteria, and continuously monitoring recruitment practices.

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It may be impossible to get rid of prejudices and biases completely, but being aware of them is the first step towards managing them better. Here are some ways to stop biases from making decisions in a work environment.

• Offer Bias Awareness Training: Provide comprehensive training to recruiters and hiring managers on recognizing and mitigating unconscious biases. This education can help them make more objective decisions throughout the hiring process.

• Use Structured Interviews: Implement structured interview formats with standardized questions for all candidates. This approach ensures consistency and fairness, minimizing the potential for subjective biases to influence assessments.

• Diversify Hiring Panels: Form diverse hiring panels comprising individuals from different backgrounds and perspectives. This diversity can help counteract groupthink and bring a range of viewpoints to the decision-making process.

• Monitor and Evaluate Hiring Practices: Regularly review hiring data and processes to identify any patterns of bias or inequity. By monitoring outcomes and soliciting feedback from candidates, you can continuously refine your approach to foster a more inclusive hiring environment.
  

• Set Clear Evaluation Criteria: Define clear and specific evaluation criteria for each role based on job-related competencies. This transparency helps ensure that assessments focus on relevant skills and qualifications rather than subjective preferences.