As an HR department of one, REVISEDFINALHiringBlind_for_web_kupcinKatherine McNamee, SHRM-CP, knew she didn’t have the resources or technology to implement a sophisticated blind recruiting platform that would strip identifying information—

such as a candidate’s name and college graduation date—from resumes. Yet the director of HR at the American Alliance of Museums (AAM), a nonprofit with 40 employees in Arlington, Va., was determined to take a fresh approach to reducing hiring bias when she was filling fellowship positions at AAM’s Center for the Future of Museums.

“There has been a lot of discussion about diversity in the museum field, and we wanted to experiment with blind hiring,” she says. “We felt we were attracting the right candidates, but we also wanted to broaden our applicant pool.”

So she took a simple step toward eliminating key data from resumes—by telling people not to include it in the first place.

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