This Company Conceals the Identity of Each Job Candidate
Katherine Pendrill — July 28, 2015 — Lifestyle
References: blog.bytemark & fastcoexist
'ByteMark' is a UK-based web hosting company that recently carried out a series of interviews in which the identify of each job candidate remained a mystery until the final stage of the recruitment process. The purpose of the experiment was to try to overcome any biases about cultural fit and instead focus on the specific qualifications of each job candidate.
The anonymous recruitment process began by asking applicants to fill out an online form. Those who were selected as potential job candidates were given a first interview in the form of instant messages. Those who passed the first interview were required to undergo a skills test and then finally an in-person interview. Up until the final interview stage, the candidates were only required to provide an alias, a cover letter, a list of their top five skills, a list of five skills they wish to improve and an optional disability declaration form.
The company found the experiment to be so successful that they now rely on anonymous recruiting to fill all of their job positions.
The anonymous recruitment process began by asking applicants to fill out an online form. Those who were selected as potential job candidates were given a first interview in the form of instant messages. Those who passed the first interview were required to undergo a skills test and then finally an in-person interview. Up until the final interview stage, the candidates were only required to provide an alias, a cover letter, a list of their top five skills, a list of five skills they wish to improve and an optional disability declaration form.
The company found the experiment to be so successful that they now rely on anonymous recruiting to fill all of their job positions.
Trend Themes
1. Anonymous Job Interviews - Disruptive Innovation Opportunity: Other companies can explore implementing anonymous job interviews to focus on qualifications rather than biases about cultural fit.
2. Blind Evaluation Process - Disruptive Innovation Opportunity: Industries can consider adopting a blind evaluation process to minimize biases and increase diversity in recruitment.
3. Skills-based Hiring - Disruptive Innovation Opportunity: Companies can shift towards skills-based hiring by focusing on qualifications rather than relying heavily on resumes and personal backgrounds.
Industry Implications
1. Recruitment - Disruptive Innovation Opportunity: The recruitment industry can explore implementing anonymous recruitment processes to overcome biases and improve candidate selection.
2. Human Resources - Disruptive Innovation Opportunity: Human resources departments can adopt blind evaluation processes to enhance diversity and ensure fair candidate evaluation.
3. Technology - Disruptive Innovation Opportunity: Technology companies can develop platforms or software that facilitate anonymous job interviews to revolutionize the hiring process.
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