Encourage Candidate Anonymity in Early Stages

Removing identifying information such as name, gender, or ethnicity from resumes during initial screening can minimize bias. Hiring managers adopting this practice reduce unconscious exclusion in candidate shortlisting.

Removing identifying information such as name, gender, or ethnicity from resumes during initial screening can minimize bias. Hiring managers adopting this practice reduce unconscious exclusion in candidate shortlisting.

Empowered by Artificial Intelligence and the women in tech community.
Like this article?

What Are Red Flags for Inclusive Hiring Practices?

Interested in sharing your knowledge ?

Learn more about how to contribute.

Sponsor this category.

More articles on What Are Red Flags for Inclusive Hiring Practices?

See all

More articles from related categories

How Can We Identify Transferable Skills Beyond Traditional Tech Credentials?
How Do I Assess Transferable Skills Fairly?
What Methods Help Measure the Impact of Inclusive Job Post Strategies on Women Applicants?
How to Appeal to Women in Job Posts
How Can Blind Recruitment Techniques Improve Fairness in Hiring?
What Are the Key Elements of an Inclusive Hiring Funnel?
How Can Salary Transparency Be Leveraged to Attract and Retain Diverse Tech Talent?
How Do You Handle Salary Transparency Regulations Across Regions?