Exploring the Effectiveness of Blind Recruitment as a Recruitment Method: A Critical Literature Review

Abstract

Recruitment, a pivotal function in human resources management, significantly influences organizational performance. However, a notable drawback lies in the potential bias introduced through factors such as demographics, appearance, and cultural differences during candidate selection. Existing literature reviews indicate a limited focus on blind recruitment, revealing a gap in knowledge. This study aims to address this gap by revisiting the concept of blind recruitment, with objectives including the identification of new themes, exploration of blind recruitment concepts, and a critical review of the approach.

The author adopts a desk research approach, conducting an extensive literature review through systematic review methods, integrating multiple research sources into a cohesive project. Data is gathered from past research articles relevant to the topic. Results suggest that blind recruitment serves as a viable solution to minimize bias in the recruitment and selection process. By eliminating characteristics that may lead to bias, companies employing blind recruitment can ensure the selection of the most qualified candidates for vacant positions. Key themes identified include hidden demographic data, skill-based selection, avoidance of social media pre-screening, and anonymization of initial interviews. Despite its advantages, criticisms in the practical context of blind recruitment are also acknowledged