Makes no sense at all, and its a bit virtue signalling. you can always deduce someones age by looking at graduation dates and oldest entries in their resume quite easily.
Hints dont work in my experience , incentives do..btw..Initial conditions are just as important as operating procedure, (was the company diverse to begin with?) also incentives to HR are important (bonus system for finding successfull candidate) the latter works marvels for our company.
It's a fair point, I guess it's happened in two businesses that I've built from the ground up and then one that I've joined that was already established. It is reasonably normal to remove ages/ethnicity and even names from applications to avoid bias in our market, not something we thought of, but a common practice.
I reflected on your point about working out ages, it's certainly something I've reasoned on my fingers before. Usually before an interview though, rather than at the candidate resume review phase.
Our HR team run a series of training programmes on unconscious bias and interview technique, you might be right that it's pointless, I don't have good other references to compare it to or a "before state" either, but it doesn't seem to be hurting.
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Makes no sense at all, and its a bit virtue signalling. you can always deduce someones age by looking at graduation dates and oldest entries in their resume quite easily.
Given the age strata of our workforce it seems to work for us. Perhaps the "virtue signalling" of doing it sends a message to the interviewers.
Hints dont work in my experience , incentives do..btw..Initial conditions are just as important as operating procedure, (was the company diverse to begin with?) also incentives to HR are important (bonus system for finding successfull candidate) the latter works marvels for our company.
It's a fair point, I guess it's happened in two businesses that I've built from the ground up and then one that I've joined that was already established. It is reasonably normal to remove ages/ethnicity and even names from applications to avoid bias in our market, not something we thought of, but a common practice.
I reflected on your point about working out ages, it's certainly something I've reasoned on my fingers before. Usually before an interview though, rather than at the candidate resume review phase.
Our HR team run a series of training programmes on unconscious bias and interview technique, you might be right that it's pointless, I don't have good other references to compare it to or a "before state" either, but it doesn't seem to be hurting.