Can Blind Hiring Improve Workplace Diversity?

As an HR department of one, Katherine 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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Original Onboarding Options from 4 HR Leaders

The war for talent isn’t won when Balloon Onboaringemployees walk in your company’s door. The challenge simply changes from hiring them to keeping them—and that battle begins on day one with effective onboarding.

Indeed, smoothly integrating workers into their positions—and the company’s culture—is critical, given that up to 20 percent of employee turnover occurs within the first 45 days of employment, according to research by O.C. Tanner, an employee recognition company based in Salt Lake City.

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