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Hiring Based on What People Can Do, Instead of Their Credentials



(p. B4) Compose Inc. asks a lot of job applicants. Anyone who wants to be hired at the San Mateo, Calif., cloud-storage firm must write a short story about data, spend a day working on a mock project and complete an assignment.

There is one thing the company doesn't ask for: a résumé.

Compose is among a handful of companies trying to judge potential hires by their abilities, not their résumés. So-called "blind hiring" redacts information like a person's name or alma mater, so that hiring managers form opinions based only on that person's work. In other cases, companies invite job candidates to perform a challenge--writing a software program, say--and bring the top performers in for interviews or, eventually, job offers.

Bosses say blind hiring reveals true talents and results in more diverse hires. And the notion that career success could stem from what you know, and not who you know, is a tantalizing one.


. . .


"We were hiring people who were more fun for us to talk to," says Mr. Mackey. Trouble was, they were often a poor fit for the job, according to the CEO.

So the company, which was acquired by International Business Machines Corp. last year, added an anonymous sample project to the hiring process. Prospective hires spend about four to six hours performing a task similar to what they would do at Compose--writing a marketing blog post for a technical product, for example.


. . .


The sample projects have unearthed hires who have turned out to be top performers, says Mr. Mackey.



For the full story, see:

RACHEL FEINTZEIG. "Why Bosses Are Turning to 'Blind Hiring'." The Wall Street Journal (Weds., Jan. 6, 2016): B4.

(Note: ellipses added.)

(Note: the online version of the article has the date Jan. 5, 2016, and has the title "The Boss Doesn't Want Your Résumé.")






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