Well, Mettletest has been way ahead on this one. We set up our project with a “name blind” and university blind data set. Our intention was always to allow candidates to show their merit, whatever their background or academic institution.
We are ideally placed to provide recruiters with the tool they need to select candidates under this new initiative.
Our candidates can show their mettle in a way that allows employers to perceive immediately their credentials for further consideration.
Recruiters can make a swift assessment of an applicant’s commitment, articulacy, real world understanding and decision making skills before looking at their CVs. They can thus demonstrate avoidance of any possibility of bias.
It just takes a glance at a couple of answers from the candidate’s Mettletest portfolio.
Whether there is a name blind policy in place or not, employers benefit from Mettletest as a primary filter. They gain access to a diverse talent pool, whose numbers are limited to a self-selected group of committed individuals. This ensures the application stream is manageable and high class.
David Cameron – “I said in my conference speech that I want us to end discrimination and finish the fight for real equality in our country today. Today we are delivering on that commitment and extending opportunity to all.”
“If you’ve got the grades, the skills and the determination this government will ensure that you can succeed.”
(The grades may not be everything if Mettletest shows how much real world nous there is! Skills & determination, YES & YES)
The Civil Service, Teach First, HSBC, Deloitte, Virgin Money, KPMG, BBC, NHS, learndirect and local government have all already signed up.
You can read more on this by Kate McCann in The Daily Telegraph and
scepticism from Jorden Berkeley in The Guardian – “Cameron’s name-blind method however, merely hides racism rather than challenging or eradicating it. If a racist employer “discovers” an applicant is black or Asian at interview, you can’t possibly assume their discrimination will disappear at this stage. Ultimately, the minority applicant probably still won’t get the job.” Our hope is that the knowledge and confidence that Mettletest provides interviewees will start to overcome these barriers and make it much fairer.
Francis Elliot covers it in The Times, combined with gender inequality…..