Have any of you watched "The Voice"? I have only tagged into it every once in a while, yet I enjoy the premise of the show, and consider it would be an excellent way to hire talent in any sector.In the initial phases of the show, the judges (all whom are well-known singing sensations), listen to the contestants, with their chairs turned away from the stage. They choose as to whether they wish to coach these singers further on in the competition, based on their talent, as they don't know what the singer looks like, age etc. Obviously they know whether they are male or female, but otherwise it's a blind audition.
Some of you are probably thinking that talent will triumph regardless of gender, ethnicity or any other visual factor such as pretty, young, old, thin, heavy, etc. Yet, studies have shown that this is not the case.
In 1997 a study on auditions for philharmonic orchestras in the US was published which concluded:
Using data from the audition records, the researchers found that blind auditions increased the probability that a woman would advance from preliminary rounds by 50 percent. The likelihood of a woman's ultimate selection is increased several fold, although the competition is extremely difficult and the chance of success still low.
Blind auditions have now been instituted at many of the philharmonic orchestras and the number of women is increasing because of this approach. Now across the US 48.6% of musicians are female. Unfortunately in many places in Europe, where blind auditions are not the norm, the numbers are still staggeringly low.
In 2011, a study was published by Simon Fraser University in British Columbia, wherein it was observed that:
...Canadian-born individuals with English-sounding names are significantly more likely to receive a callback for a job interview after sending their resumés, compared to internationally-born individuals, even among those with international degrees from highly ranked schools or among those with the same listed job experience but acquired outside of Canada.
Perhaps corporations should have portals wherein you could put your resume, without a name, without any gender identification, or an indication of ethnic persuasion. State your experience, your degrees (without an indication of where they were received because this could result in exposure of ones ethnicity) and your accomplishments. Then when it came time for the interview process, it could be done through a voice-altered methodology, or even perhaps via an avatar scenario, somewhat as I noted in a previous blog Contracting Labour with Avatars. Totally blind interviews, until perhaps as some philharmonics do, until the last round.
In 1997 a study on auditions for philharmonic orchestras in the US was published which concluded:
Using data from the audition records, the researchers found that blind auditions increased the probability that a woman would advance from preliminary rounds by 50 percent. The likelihood of a woman's ultimate selection is increased several fold, although the competition is extremely difficult and the chance of success still low.
Blind auditions have now been instituted at many of the philharmonic orchestras and the number of women is increasing because of this approach. Now across the US 48.6% of musicians are female. Unfortunately in many places in Europe, where blind auditions are not the norm, the numbers are still staggeringly low.In 2011, a study was published by Simon Fraser University in British Columbia, wherein it was observed that:
...Canadian-born individuals with English-sounding names are significantly more likely to receive a callback for a job interview after sending their resumés, compared to internationally-born individuals, even among those with international degrees from highly ranked schools or among those with the same listed job experience but acquired outside of Canada.
Quite honestly, although I consider myself to be quite free of preconceived notions or bias, I don't know what I don't know. I inherently believe that I have always hired folk based on them being the most talented, but is there some unknown element within me that may sway me in one direction over another? Maybe, and I would welcome blind auditions or interviews to ensure the playing field is level.
Perhaps corporations should have portals wherein you could put your resume, without a name, without any gender identification, or an indication of ethnic persuasion. State your experience, your degrees (without an indication of where they were received because this could result in exposure of ones ethnicity) and your accomplishments. Then when it came time for the interview process, it could be done through a voice-altered methodology, or even perhaps via an avatar scenario, somewhat as I noted in a previous blog Contracting Labour with Avatars. Totally blind interviews, until perhaps as some philharmonics do, until the last round.
I know you may be thinking that your hiring practices are fair, and that you encourage diversity and look at the strides your firm has made. But the reality is that no one can be totally free of pre-conceived notions, of bred-in-the-bone leanings toward one type of person vs. the other.
So instead of having diversity targets in hiring, why don't we just have blind auditions? You will inherently end up hiring the most qualified individual for the role, and you may be surprised how this simple approach would change the mosaic of your workforce.
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