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CV-blind - and dumb too?

A CV-blind application process does not remove the risk of human bias nor is it practical. A 'partially-sighted' system which only considers essential information is what's required, says Pippa Allsop

22 August 2014

Following Macfarlanes' announcement last month of their plans to leap aboard the innovative bandwagon that is CV-blind interviewing, I felt that this new practice needed considered analysis. The way in which law firms recruit candidates for training contracts is understandably a 'hot topic' of trainee-focussed literature, and having penned several blogs providing tips on getting a training contract, it seems prudent to consider whether CV-blind interviewing will affect the current advice that is available to applicants. My concerns centre on how the scheme will actually operate in reality and what (if any) benefits it will provide to candidates and employers.

Firstly, how will the graduate recruitment team 'vet' applicants for the interview shortlist? How can the risk of human bias be removed from this stage and not from the interviewers' panel? In reality, doesn't this mean that prejudice still occurs, just at an earlier juncture? Further...

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