Gocompare uses tools to remove unconscious bias in hiring process
Published: 24 May 2018 By Rosie Quigley
Price comparison site, GoCompare has decided to remove candidates’ names from CVs and create an all-female shortlist for its chief marketing officer role, in a bid to attract more female staff.
GoCompare has instructed headhunters to pull together an entirely female list of candidates for its new role. The aggregator is also using software to scan the wording of its job advertisements for any bias.
The company has also introduced ‘blind CVs’ where ‘irrelevant’ details such as name, age and school are removed.
Ellen Sugden, risk and compliance director at GoCompare, and head of the company’s diversity and inclusion council, said that the tools would help avoid unconscious bias in the hiring process.
“We have used two methods to ensure that nobody is unintentionally or unconsciously either put off or deselected from a recruiting process: blind CVs, where details that are irrelevant to a person’s suitability for a job are redacted, for example name, date of birth, educational institutions attended; we also use software that helps avoid unconscious bias in the way job descriptions and adverts are worded,” said Sugden.
“Both these tools have helped increase the number of women applying for engineering roles”
The company is aiming to increase gender diversity in executive roles, Sugden said: “In specific situations at executive level we have had gaps in gender, and an all-female shortlist has been built by requiring recruiters – in-house and agencies – to source as broad and diverse a range of candidates as possible in the first place, at application stage.
“Ultimately we select on capabilities, not characteristics, but if we have a great pool of potential candidates then we will find the right person.”