- Inclusive HR company (A little bit of HR) advises against anonymous recruitment, because putting mitigations in place work to prevent unconscious bias does not address the cause or existence of those biases within the company and does not sit within an active anti-oppressive framework.
- From the position of a trustee who had recently read some anonymised written applications she said that they were hard to follow, difficult to engage with and dehumanised the applicants.
- The Magpie Project have members of their lived experience steering groups attending interviews and providing feedback to the panel to bed in lived experience throughout their recruitment process.
- Also discussed how to make ‘alternative mediums’ of application as popular as the written application.
- Whether written applications are the best means of judging first round applications due to rise of AI.
- Looking at the mitigation of future risk (of FOIs, etc) versus the defensible decision making of reviewing applicants.