Use Blind Referrals for Inclusive Hiring

Use Blind Referrals for Inclusive
Hiring

Employee referrals are a great way to show respect to your team and gratitude
to job seekers who want to work with you. But while well-intentioned, their very

nature makes them EXclusive rather than INclusive.

Basically, candidates have to know someone at
your company to get a referral.

Also, some candidates may know of the open position
before the hiring team publishes it. And some candidates
may inadvertently get preferential treatment from the hiring

team.

Another issue with referrals is that
they can interfere with your

organization’s diversity, equity, and
inclusion efforts.

Employees tend to refer people like
themselves, which can inadvertently

perpetuate whatever cultural and
racial makeup exists at the company.

Blind employee referrals run somewhat counter to common referral
practices, but they make the process fair for all candidates. Here’s a few of

the ways they’re unique:

1) Referring employees DON"T disclose
their connection to a candidate to anyone on

the hiring team. (Some applicant tracking
systems offer an option to hide the source of

a candidate from the hiring team.)

2) Referring employees DO tell the
candidate about the blind referral process

and ask that the candidate keep their
relationship private.

3) Employees on the hiring team recuse themselves from the
hiring process when they know a candidate.

4) If a candidate name-drops an
employee during the hiring process,
someone on the hiring team informs or
reminds them of the blind employee

referral policy.

5) Hiring teams evaluate all
applicants equally regardless of
how they came into the candidate

pipeline.

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