Steps to Solve Unconscious Bias in Recruitment – No.1

Step 1: Name blind applications

Many businesses have identified workforce diversity as an area of key strategic focus. But to succeed this means overcoming unconscious bias against potential recruits from black and ethnic minority backgrounds.

Put simply, unconscious biases can be defined as ‘our implicit people preferences, formed by our socialisation, our experiences, and by our exposure to others’ views about other groups of people’.

A number of studies have identified unconscious bias as a global problem. And following these findings ex-Prime Minister David Cameron announced earlier this year that UCAS, will carry out name-blind applications from 2017. A number of employers such as the civil service, BBC, NHS, local government, KPMG, HSBC, Deloitte and Virgin Money have also backed the move.

Name blind applications mean that when you screen candidate applications you aren’t able to see any information which could potentially lead to bias. Typically this is Name, Address, University / School Name, Country of Study etc. To achieve this you need a flexible recruitment system like our Ambertrack ATS. Ambertrack has led the fight against bias by supporting name-blind applications for well over 10 years. In fact Ambertrack can go much further than this and remove postcode and other personal information. It combines unique features to ensure your volume recruitment campaigns succeed every time.

Name blind applications are the first step in the fight against bias and in the coming weeks we will cover the next 5 steps.

If you would like to see Ambertrack in action and understand how it can transform your recruitment, add your details on the right for a personalised demo or call us on 01635 584130.

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