When a recruiter/hiring manager settles into his official role, they probably have had a lifetime of experience building up personal (mostly subconscious) biases. As such, discrimination is a valid factor to take note of in the hiring process. At the least, it is done unconsciously. The corporate solution to such hiring biases is a blind screening process.
Blind screening is assessing candidates' suitability and credibility for a role while excluding all personally identifiable information. Hiring managers are essentially blind to the biases such information could invoke in their thought process. This type of screening aims to ensure that the best candidates are chosen regardless of bias-building characteristics. At the same time, the process helps to diversify the employee ranks of a company. The latter goal is starting to matter more in a world that increasingly values inclusivity.
Reduced discrimination: We have said it, but it's worth saying again. Blind screenings can help reduce the occurrence of biased decision-making in the hiring process, allowing recruiters to focus solely on skill set, experience, and personality.
Better hires: it serves to reason that people would make generally better decisions without the vision-altering effects of biases. The same applies here. Focusing on relevant qualities without extraneous material swaying judgments leads to better hires across the board.
More diverse working place: On the career pages of many brands, there is a need to identify as having an inclusive work environment. In fact, it's a necessity if you hope to attract the best talent around. Blind screening ensures that the claim of inclusivity is more than mere words. The screening process ensures that people are hired on merit, leading to a more diverse population of employees.
Blind screenings mean candidates win jobs on merit, the company gets the best brains, and the company's reputation doesn't suffer in the process—a win for everyone.