Will anonymous recruitment really eliminate prejudice?

Yes, the so-called anonymous recruitment of enterprises means that enterprises do not indicate their names in the recruitment process, and job seekers can submit job applications or resumes through intermediaries or other means.

Anonymous recruitment and anonymous application

Anonymous recruitment belongs to external recruitment. Mainly through three channels: First, entrusted recruitment, that is, recruitment enterprises entrust public employment service agencies, private employment service agencies or headhunting companies and other intermediary agencies to engage in recruitment activities. The second is on-site recruitment, that is, recruiting enterprise staff to visit the job fair site, releasing recruitment information and recruiting needed talents. The third is advertising recruitment, that is, recruitment enterprises publish recruitment advertisements and information through radio, television, newspapers, magazines or the Internet. No matter what kind of recruitment channels, enterprises do not indicate the name of the enterprise in the recruitment process, and job seekers can submit job applications or resumes through intermediaries or other means.

Enterprises can recruit anonymously, and job seekers can also apply anonymously. The so-called anonymous application means that when applying for a position, the applicant does not need to fill in the "personal information" such as the applicant's name, nationality, nationality, gender, age, family members or social relations, but only needs to introduce his work skills and work experience in detail in his resume. In anonymous job hunting, job seekers' work experience and skills are the only criteria, so that enterprises can recruit more employees with real talents and knowledge, thus improving the reliability and validity of enterprise recruitment. In addition, anonymous application can give all candidates an equal interview opportunity, thus eliminating recruitment discrimination. In real life, although many people have outstanding talents, they are often discriminated against or rejected because of personal factors such as nationality, nationality, gender and age. Although anonymous application can not completely avoid discrimination in the interview process, it does take an important step compared with real-name application.

Advantages of anonymous recruitment

First of all, anonymous recruitment can avoid human factors that hinder recruitment, such as "pulling relationships" and "entering through the back door". In real life, because some enterprises have good economic benefits and high employees' income, if real-name recruitment is implemented, there will always be some people who do not meet the application conditions and want to "trust relationships" and "enter the back door". At this time, business leaders are often in a dilemma when faced with candidates introduced by superiors and relatives and friends; If you refuse to act impartially, you feel unreasonable and easy to offend people; If you take it for granted, once the other party is incompetent, you are dereliction of duty; Even if the other party is competent for the job, it will give people the impression of unfair recruitment and affect the corporate image. The implementation of anonymous recruitment will solve the above problems. Because the name of the enterprise was not indicated in the recruitment process, the superior leaders, relatives and friends who "trust the relationship" and "go through the back door" could not find the door. Naturally, only through fair competition can enterprises adhere to the survival of the fittest and select the best candidates. This can not only avoid human interference, but also adhere to the recruitment standards to ensure that enterprises recruit outstanding talents; Can also adhere to fair recruitment and maintain the good image of the company.