Last month it was announced that the Victorian government would embark on a trial that has the potential to transform HR and recruitment in the public services: blind recruitment in order to counter unconscious bias.

The idea is that all personal details – including name, gender, age and location – are removed from an application. This is to avoid any unconscious bias on the part of the assessor; that is, where entrenched but unspoken beliefs and prejudices might inform an unconsciously biased opinion of a candidate.

But how might blind recruitment work for other organisations?