Far too often, wrong decisions are made in application processes based on prejudice. A person is selected based on factors that should not play a role in the recruitment process. It is not uncommon for recruiters to let these (unconscious) thought patterns flow into the process. What could help? Anonymous recruiting processes.
Different information can lead to wrong conclusions in our minds within milliseconds. Triggered by a photo, gender, origin or age, wrong decisions are all too often made in the recruiting process. This is not only fatal for the applicants. Companies repeatedly hire the same type of employee based on personal and, above all, irrelevant characteristics in the application documents. This is not only a big mistake for diversity in organisations. The question of qualifications is also not answered by this pigeonholing.
For a diverse recruitment strategy, criteria that could create bias must be eliminated. This also prevents HR managers from positively evaluating applicants who belong to the same group and thus resemble the existing teams and themselves the most (in-group bias). If CVs do not include the name, photo, age or gender of a candidate, HR can focus exclusively on the competences of an applicant during the pre-selection process - social factors no longer play a role. For fair recruiting, application documents must therefore be anonymised.
Job seekers who might have ended up in the discard pile during the first review of the documents are given a chance through the anonymous application. This creates an equal opportunity to get to know each other personally. Important here: The leading interviewers should of course prevent stereotypes from steering the first interview or train them accordingly in advance. Only those who go into an interview completely unbiased can find the right person for the vacant position.