4 ms·

To me it seems counterproductive. Either whoever lies in CV more will win (be interviewed at least), or bias will show itself during personal interviews. You ca

by adontz 8y ago

To me it seems counterproductive. Either whoever lies in CV more will win (be interviewed at least), or bias will show itself during personal interviews. You can't look at a person without realizing sex/age/race.

Spearchucker 8y ago
Of course you're going to know who you're interviewing. The whole idea is to anonymize the PRE-interview phase, specifically, selecting candidates. That selection post excludes personally identifying information. If someone lies on their CV and is caught out another/more candidates will be chosen to interview, no?
- adontz 8y ago
  >> If someone lies on their CV and is caught out another/more candidates will be chosen to interview, no? Not really. Imagine three candidates: A, B and C. A is much better as professional, but B is good enough and has much better CV, C is trash but with great CV. If you interview B and C, you will hire B and never call A. Not optimal. If B is not good enough, you will hire A, but also waste time. If I know that B or C is from culture where lie is more common I will adjust my expectations and call A and B or C, but A will be included. Actually I believe that some statistically proven bias is healthy thing. I conducted many interviews and I can say the following: 1) People tend to lie in CV in very specific patterns. By just reading CV, even with name and age hidden I can guess sex and age relatively easy. Not 100%, but much better than 50%. 2) Everybody lies (c) House M.D. Really, everyone. But different people lie differently, because different things are important to them and they want to look better at different things. I simply saw that many times. By knowing personal details I may adjust what I see in CV to get much more realistic picture. This is bias, yes, it is. But what can I do? Ask them not to lie? Real life does not work like that. 3) I will not, for instance, hire someone of significantly different hygiene standards. Has nothing to do with CV.
- nemo44x 8y ago
  > That selection post excludes personally identifying information. Here's the cognitive dissonance of it all. How can we achieve the goal of a "diverse" workplace (which is based on certain attributes like gender, race, age, etc) when we can't select a candidate pool with these things taken into consideration? Will this have a net negative effect on at least creating an equal opportunity? I'm not saying I'm for or against this blind screening. But I am skeptical it will work as intended. If anything, those with the most advantage due to their socioeconomic status from birth will simply advance in the system even more quickly.
  - manigandham 8y ago
    >> "diverse" workplace (which is based on certain attributes like gender, race, age, etc) That's not a good goal. Diversity of what you look like is absolutely terrible.
- asdff 8y ago
  >That selection post excludes personally identifying information. How would you select a candidate this way? A CV is a document comprised entirely of personally identifying information and potential sources of bias. Would you ask for the CV when you invite them to interview, and invite everyone who applies? You certainty couldn't ask for recommendations until after the interview as well.

by adontz 8y ago

Spearchucker 8y ago

Of course you're going to know who you're interviewing. The whole idea is to anonymize the PRE-interview phase, specifically, selecting candidates. That selection post excludes personally identifying information. If someone lies on their CV and is caught out another/more candidates will be chosen to interview, no?

adontz 8y ago
>> If someone lies on their CV and is caught out another/more candidates will be chosen to interview, no? Not really. Imagine three candidates: A, B and C. A is much better as professional, but B is good enough and has much better CV, C is trash but with great CV. If you interview B and C, you will hire B and never call A. Not optimal. If B is not good enough, you will hire A, but also waste time. If I know that B or C is from culture where lie is more common I will adjust my expectations and call A and B or C, but A will be included. Actually I believe that some statistically proven bias is healthy thing. I conducted many interviews and I can say the following: 1) People tend to lie in CV in very specific patterns. By just reading CV, even with name and age hidden I can guess sex and age relatively easy. Not 100%, but much better than 50%. 2) Everybody lies (c) House M.D. Really, everyone. But different people lie differently, because different things are important to them and they want to look better at different things. I simply saw that many times. By knowing personal details I may adjust what I see in CV to get much more realistic picture. This is bias, yes, it is. But what can I do? Ask them not to lie? Real life does not work like that. 3) I will not, for instance, hire someone of significantly different hygiene standards. Has nothing to do with CV.
nemo44x 8y ago
> That selection post excludes personally identifying information. Here's the cognitive dissonance of it all. How can we achieve the goal of a "diverse" workplace (which is based on certain attributes like gender, race, age, etc) when we can't select a candidate pool with these things taken into consideration? Will this have a net negative effect on at least creating an equal opportunity? I'm not saying I'm for or against this blind screening. But I am skeptical it will work as intended. If anything, those with the most advantage due to their socioeconomic status from birth will simply advance in the system even more quickly.
- manigandham 8y ago
  >> "diverse" workplace (which is based on certain attributes like gender, race, age, etc) That's not a good goal. Diversity of what you look like is absolutely terrible.
asdff 8y ago
>That selection post excludes personally identifying information. How would you select a candidate this way? A CV is a document comprised entirely of personally identifying information and potential sources of bias. Would you ask for the CV when you invite them to interview, and invite everyone who applies? You certainty couldn't ask for recommendations until after the interview as well.