Blind hiring? Use the blind

Technology has a diversity problem, as do many other companies. An immediate point of change is the hiring process, my interest was peaked from a comment by Leslie Miley, of Slack. It was proposed that a blind assessment process is used during hiring, stripping applications of identifiable data.

This is an interesting proposition and similar to one i have been proposing for a while. Don’t simply do blind assessments, use blind people to do the hiring.

Passed the application assessment stage, blind people really come into their own. The inability to see the applicant massively reduces implicit bias. It cannot be overstated how important it is to remove those unconscious bias that we all possess but find it difficult to identify. Removing the ability to visually trigger these unconscious biases will assist in improving the diversification of the hiring process.

But couldn’t you just wear a blindfold? Why use someone who is blind?

Apart from this being a terrible gimmick, social interactions can be difficult when you remove the vision of one participant. However, blind people have had years to perfect non visual interactions. To the point where if I dont have my guide dog or cane with me, in social interactions no one ever realises i am blind. I can maintain eye contact – which, greatly eases the comfort of the other participant, something a blindfolded participant would be unable to do.

Blind people have also been spending many years understanding how to read people without visual cues. Actually listening to someone, rather than adding a level of visual distraction. These advanced listening skills are something that take years to hone, and blind people have been perfecting them their entire lives.

So if yo want to diversify your hiring process, start by diversifying your hiring team.

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