{"id":15422,"date":"2021-01-03T10:23:16","date_gmt":"2021-01-03T10:23:16","guid":{"rendered":"\/gb\/en\/blog\/?p=15422"},"modified":"2023-01-16T14:34:49","modified_gmt":"2023-01-16T14:34:49","slug":"what-is-blind-hiring-how-to-de-bias-and-data-proof-your-recruitment","status":"publish","type":"post","link":"\/gb\/en\/blog\/what-is-blind-hiring-how-to-de-bias-and-data-proof-your-recruitment\/","title":{"rendered":"What is blind hiring? How to de-bias and data-proof your recruitment"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">One role.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">100+ applications.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The clock is ticking and you\u2019re up to your neck in CVs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You\u2019ve shortlisted some promising candidates\u2026<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In a post-COVID world where <\/span><a href=\"\/gb\/en\/blog\/five-tips-remote-workforce\/#ring-uk\"><span style=\"font-weight: 400;\">remote working<\/span><\/a><span style=\"font-weight: 400;\"> is quickly becoming the norm, hiring the most talented and engaged people has never been more important.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And given that the top 1% of employees are <\/span><a href=\"http:\/\/www.hermanaguinis.com\/PPsych2012.pdf\"><span style=\"font-weight: 400;\">25x more productive<\/span><\/a><span style=\"font-weight: 400;\">, how can you <\/span><i><span style=\"font-weight: 400;\">prove<\/span><\/i><span style=\"font-weight: 400;\"> that you\u2019re hiring the right people?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Well, here\u2019s a promise: using a process known as \u2018blind hiring,\u2019 you\u2019ll hire better quality candidates from a more diverse range of backgrounds\u2026 and have the data to prove it!<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">What is blind hiring?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Blind hiring does what its name suggests: it \u2018blinds\u2019 applications by removing identifying information so that candidates remain anonymous.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The reason for this is fairly simple; humans are prone to <\/span><a href=\"https:\/\/www.beapplied.com\/post\/unconscious-bias-explained-and-how-it-affects-hiring\"><span style=\"font-weight: 400;\">unconscious bias<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, if we want our hiring to be objective and our decisions to be accurate, then we\u2019ve got to remove any information that triggers bias.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This might sound straightforward enough, but, as we\u2019ll cover shortly, genuinely data-driven, bias-free hiring takes more than just scribbling over names with a Sharpie.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Before we continue, here are a few of the key benefits of blind hiring:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Improved diversity as a result of bias-removal.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Better quality of candidate due to the use of more predictive assessment methods.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">More <\/span><a href=\"\/gb\/en\/blog\/business-benefits-highly-engaged-employees\/#ring-uk\"><span style=\"font-weight: 400;\">engaged employees<\/span><\/a><span style=\"font-weight: 400;\"> who have already had a taste of what the job entails.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Why blind hiring? Because minority-background candidates end up being overlooked<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">When we\u2019re left to our own devices, minority background candidates miss out on opportunities, whilst a select few with the most elite degrees and experience get the top-paid positions.<\/span><\/p>\n<p><b>In the UK: <\/b><a href=\"https:\/\/www.standard.co.uk\/news\/uk\/candidates-with-muslimsounding-names-three-times-more-likely-to-be-passed-over-for-jobs-a3459141.html\"><span style=\"font-weight: 400;\">Inside Out London\u2019s study<\/span><\/a><span style=\"font-weight: 400;\"> found that candidates with Muslim-sounding names are 3x more likely to be passed over for a job.<\/span><\/p>\n<p><strong>I<\/strong><b>n the US:<\/b><span style=\"font-weight: 400;\"> A <\/span><a href=\"https:\/\/www.nber.org\/papers\/w9873\"><span style=\"font-weight: 400;\">2004 study<\/span><\/a><span style=\"font-weight: 400;\"> discovered that candidates with an African-American name would need an extra 8 years of experience to get the same number of callbacks as someone with a white-sounding name.<\/span><\/p>\n<p><b>In Germany:<\/b><span style=\"font-weight: 400;\"> Another similar <\/span><a href=\"http:\/\/ftp.iza.org\/dp10217.pdf\"><span style=\"font-weight: 400;\">study<\/span><\/a><span style=\"font-weight: 400;\"> found that candidates with a Muslim-sounding name, who were pictured wearing a headscarf, were 15% less likely to receive a callback than their white counterparts.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15426\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-10-1.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-453\" width=\"1600\" height=\"897\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-10-1.png 1600w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-10-1-300x168.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-10-1-640x359.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-10-1-768x431.png 768w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-10-1-1536x861.png 1536w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-10-1-250x140.png 250w\" sizes=\"(max-width: 1600px) 100vw, 1600px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Unconscious bias occurs when we use the wrong part of our brain to make decisions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Our brain has two systems for decision-making:<\/span><\/p>\n<p><b>System 1:<\/b><span style=\"font-weight: 400;\"> fast, intuitive thinking which relies on snap-associations and shortcuts.<\/span><\/p>\n<p><b>System 2:<\/b><span style=\"font-weight: 400;\"> slow, conscious thinking, used for one-off, complex decisions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since we make 1000\u2019s of micro-decisions every day, we need System one to pick up most of the slack.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, we often <\/span><i><span style=\"font-weight: 400;\">also<\/span><\/i><span style=\"font-weight: 400;\"> end up using system one when we should be using system two.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We fall back on shortcuts and patterns to draw conclusions, when we should be thinking more consciously.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And since we don\u2019t even know when we\u2019re using the wrong system of thinking, unconscious bias can be hard to combat without changing the hiring process itself.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Unconscious bias training simply doesn\u2019t work<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In an attempt to combat unconscious bias, organisations are spending millions on training.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Google alone spent $114 million on diversity-related programs back in 2014.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, training alone hasn\u2019t been proven to yield any tangible results.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A <\/span><a href=\"http:\/\/scholar.harvard.edu\/dobbin\/files\/2007_contexts_dobbin_kalev_kelly.pdf\"><span style=\"font-weight: 400;\">study<\/span><\/a><span style=\"font-weight: 400;\"> of 800+ companies over 31 years showed that diversity training had no positive effects in the average workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Because most of our bias is unconscious, simply making people aware of it won\u2019t change behaviour.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Instead of trying to change how people think, we have to change the environment in which they make decisions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The most well-known example of this approach was back in the 70s.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Researchers managed to double the number of women getting through auditions by introducing <\/span><a href=\"https:\/\/ideas.repec.org\/a\/aea\/aecrev\/v90y2000i4p715-741.html\"><span style=\"font-weight: 400;\">blind auditions<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15428\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-12-1.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-44\" width=\"1600\" height=\"880\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-12-1.png 1600w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-12-1-300x165.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-12-1-640x352.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-12-1-768x422.png 768w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-12-1-1536x845.png 1536w\" sizes=\"(max-width: 1600px) 100vw, 1600px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">So, although we can\u2019t change human nature, we <\/span><i><span style=\"font-weight: 400;\">can<\/span><\/i><span style=\"font-weight: 400;\"> change the systems and processes in which humans make decisions.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">The only way to remove bias by design &#8211; here\u2019s how it\u2019s done<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">Step 1: CV Screening\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Your average CV is comprised, almost entirely, of information that could trigger bias.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">CVs have been knocking about since the 50s, and unlike a vintage bottle of Dom Perignon, they\u2019re not getting any better with age.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Take a look at how biases affect your run-of-the-mill CV <a href=\"https:\/\/www.ringcentral.com\/gb\/en\/office\/features\/call-screening\/overview.html\">screening<\/a>:<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15432\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-4-3.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-47\" width=\"1466\" height=\"814\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-4-3.png 1466w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-4-3-300x167.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-4-3-640x355.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-4-3-768x426.png 768w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-4-3-250x140.png 250w\" sizes=\"(max-width: 1466px) 100vw, 1466px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">There are very few parts of the CV that don\u2019t invite one bias or another into the decision-making process.<\/span><\/p>\n<p><b>So, to achieve truly accurate, bias-free hiring, the CV has to go\u2026 but in favour of what?<\/b><\/p>\n<h3><span style=\"font-weight: 400;\">Education and experience don\u2019t matter as much as you think<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">For the most part, blind hiring best-practice will urge you to remove names, addresses, and date of birth from CVs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But the truth is: <\/span><b>simply blinding personal details doesn\u2019t go far enough<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Because, as you can see from the image above, what\u2019s left is still grounds for unconscious bias.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In fact, if you went ahead and \u2018blinded\u2019 all the information that could lead to bias, you\u2019d be left with nothing!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although <a href=\"https:\/\/www.ringcentral.com\/gb\/en\/cloud-education-solutions.html\">education<\/a> and experience are the bread and butter of traditional hiring, they\u2019re not actually reflective of real-life ability.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The chart below is based on Schmidt &amp; Hunter\u2019s <\/span><a href=\"https:\/\/www.researchgate.net\/publication\/232564809_The_Validity_and_Utility_of_Selection_Methods_in_Personnel_Psychology\"><span style=\"font-weight: 400;\">famous metastudy<\/span><\/a><span style=\"font-weight: 400;\"> looking at the predictive validity of assessment methods.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15434\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-6-3.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-155\" width=\"1600\" height=\"707\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-6-3.png 1600w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-6-3-300x133.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-6-3-640x283.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-6-3-768x339.png 768w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-6-3-1536x679.png 1536w\" sizes=\"(max-width: 1600px) 100vw, 1600px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">As you can see, your trusty staples of the CV &#8211; education and years of experience &#8211; are some of the poorest indicators of ability.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Use \u2018work samples\u2019 instead of CVs<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">If we look at what <\/span><i><span style=\"font-weight: 400;\">is<\/span><\/i><span style=\"font-weight: 400;\"> predictive &#8211; it\u2019s \u2018work sample tests.\u2019\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These are job-specific, forward-looking questions\/ tasks designed to simulate the role as closely as possible.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s an example of a work sample question for a Customer Success Manager role:<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15431\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-3-3.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-27\" width=\"974\" height=\"414\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-3-3.png 974w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-3-3-300x128.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-3-3-640x272.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-3-3-768x326.png 768w\" sizes=\"(max-width: 974px) 100vw, 974px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">To create these questions, you\u2019d start by boiling the role down to 6-8 essential skills.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Once you have these skills down, think of a situation that would occur in the role that would test each skill &#8211; you can test more than one skill with a single question.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If the role you\u2019re hiring for isn\u2019t a new one, you could look at situations that have come up in real-life.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You can then turn these situations into questions by posing them hypothetically.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Think of work samples as bringing the value of the interview forward to the screening stage.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With just a CV to build a picture of how someone works, you\u2019d usually have to wait until the interview stage to get a feel for how a candidate thinks and tackles tasks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The difference between a work sample question and a bog-standard interview question is that you\u2019re asking what someone <\/span><i><span style=\"font-weight: 400;\">would<\/span><\/i><span style=\"font-weight: 400;\"> do hypothetically, and not simply whether they\u2019ve experienced that situation before.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Work samples test for skills learned through experience &#8211; not experience itself.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And, by asking candidates to think as if they were already in the role, you ensure that anyone you do hire is already engaged with your organisation and its mission.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The first step to nailing <\/span><a href=\"\/gb\/en\/blog\/why-does-employee-experience-matter\/#ring-uk\"><span style=\"font-weight: 400;\">employee experience<\/span><\/a><span style=\"font-weight: 400;\"> is the hiring process itself. When candidates know what to expect, they\u2019re able to hit the ground running!<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">The importance of scoring criteria\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">To achieve an objective hiring process, you\u2019ll need to give yourself some data points.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Traditionally, as candidates progress through the process, hirers will begin to build a mental picture of their skill sets and form opinions about them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, we tend to look for information that confirms our opinion and ignore anything that might challenge it (this is what we call \u2018confirmation bias\u2019).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, if you like the look of a candidate because of their past experience or degree, you\u2019re likely to view their interview answers\/ skills more favourably.<\/span><\/p>\n<p><b>To start making decisions using data (instead of gut-driven bias), give yourself scoring criteria.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">For each work sample and interview question, equip yourself with a 1-5 star scale to mark answers against.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This doesn\u2019t need to be overly detailed, just ask yourself this: what qualities would a poor, low-effort answer look like, what would candidates have to do to get an average score, and what would they have to do to really impress and get 5\/5?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You can simply jot down a few bullet points at each level, just like the example below:<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15433\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-5-3.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-65\" width=\"1118\" height=\"910\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-5-3.png 1118w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-5-3-300x244.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-5-3-640x521.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-5-3-768x625.png 768w\" sizes=\"(max-width: 1118px) 100vw, 1118px\" \/><\/p>\n<p style=\"text-align: center;\"><span style=\"font-weight: 400;\">Example scoring criteria from Applied platform<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the end of the process, instead of just having a \u2018feeling\u2019 that a given candidate is the best person for the job, you\u2019ll be able to build a candidate leaderboard by either adding up or averaging out each candidate\u2019s scores.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Having objective criteria also means that you can get other team members involved in the scoring &#8211; something which is strongly recommended.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We\u2019ve all heard that two heads are better than one, but this isn\u2019t just a saying &#8211; the science backs it up!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By getting others involved, you\u2019ll be harnessing the power of \u2018<\/span><a href=\"https:\/\/medium.com\/@Crowdwiz.io\/what-is-crowd-wisdom-and-why-we-are-using-it-2aa49874a7d2\"><span style=\"font-weight: 400;\">crowd wisdom<\/span><\/a><span style=\"font-weight: 400;\">.\u2019\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is the general rule that collective judgment is more accurate than that of an individual.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The optimal number of reviewers is three &#8211; after that, you\u2019ll see diminishing returns.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Once you have a means of objectively judging candidates, you can begin to measure the quality of candidates against other metrics.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, you might want to start tracking your sourcing channels.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Not all job boards are created equal, and so by looking at candidates\u2019 scores you can track which ones bring the best performing applicants.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Bias-free screening &#8211; putting it all together<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">You\u2019ve created your work samples.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Candidates have (anonymously) submitted answers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, there are still ordering biases at play that could sway decision-making.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, if a candidate answers one question particularly well, you\u2019ll probably perceive the rest of the answers in a more positive light than you otherwise would\u2019ve (this is known as the halo effect).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is why at Applied, we recommend \u2018chunking\u2019 and randomising work sample answers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s how the screening process works from start to finish:<\/span><\/p>\n<p><b>Anonymisation: <\/b><span style=\"font-weight: 400;\">all identifying information is removed from applications.<\/span><\/p>\n<p><b>Chunking:<\/b><span style=\"font-weight: 400;\"> each candidate\u2019s application is split up into the individual answers, so you\u2019d score them question by question, not candidate by candidate.\u00a0<\/span><\/p>\n<p><b>Randomisation:<\/b><span style=\"font-weight: 400;\"> candidates\u2019 answers are shown in a different order for each question.\u00a0<\/span><\/p>\n<p><b>Review:<\/b><span style=\"font-weight: 400;\"> answers are scored against the same criteria by three team members.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you put it all together, the blind screening process looks like this:<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15425\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-9-2.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-449\" width=\"1600\" height=\"702\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-9-2.png 1600w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-9-2-300x132.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-9-2-640x281.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-9-2-768x337.png 768w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-9-2-1536x674.png 1536w\" sizes=\"(max-width: 1600px) 100vw, 1600px\" \/><\/p>\n<h3><span style=\"font-weight: 400;\">Step 2: De-biasing interviews<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Naturally, interviews are going to be open to a certain degree of bias no matter how you conduct them. Even if you interviewed blindfolded (which the orchestra interviewers essentially did in the example above), even candidates\u2019 voices can invite bias into the decision-making process.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although they shouldn\u2019t &#8211; first impressions matter\u2026<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to one<\/span><a href=\"https:\/\/careers.workopolis.com\/advice\/study-how-quickly-do-interviewers-really-make-decisions\/#:~:text=Some%20of%20the%20interviewers%20did,after%20five%20minutes%20or%20longer.\"><span style=\"font-weight: 400;\"> study<\/span><\/a><span style=\"font-weight: 400;\">, roughly 5% of interview decisions were made within the first minute of the interview, and nearly 30% within five minutes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">All that being said, however, there are still actions you can take to ensure that bias is kept to a minimum, and that your interview stage is actually predictive, whether it\u2019s a regular face-to-face interview or via <\/span><a href=\"\/gb\/en\/blog\/video-key-remote-working-success\/#ring-uk\"><span style=\"font-weight: 400;\">video<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Start conducting \u2018structured interviews\u2019\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Structured interviews are the first step towards fairer interviewing.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A structured interview is when all candidates are asked the same questions in the same order.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Just like your work samples, you\u2019ll want to ensure that each interview question is accompanied by scoring criteria.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Why? Because interviews can be subject to something called the peak-end effect&#8230;\u00a0<\/span><\/p>\n<p><b>Peak-end effect:<\/b><span style=\"font-weight: 400;\"> both the intense moments and final few moments of an experience have a significant impact on how we recall and perceive the experience as a whole.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s take a look at the peak-end effect in action\u2026<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/pubmed.ncbi.nlm.nih.gov\/12855328\/\"><span style=\"font-weight: 400;\">study<\/span><\/a><span style=\"font-weight: 400;\"> below found that the group of participants rated their colonoscopy as being more painful when it ended more painfully.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15430\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-2-3.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-450\" width=\"1999\" height=\"798\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-2-3.png 1999w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-2-3-300x120.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-2-3-640x255.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-2-3-768x307.png 768w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-2-3-1536x613.png 1536w\" sizes=\"(max-width: 1999px) 100vw, 1999px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">So, what has this got to do with interviews?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Well, a candidate that \u2018finishes strong\u2019 or answers one or two questions particularly well is likely to be perceived as being more suitable than they perhaps should be.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is why we use criteria to score against &#8211; it means that every question has equal merit so that you can map their skills accurately without bias leading you to unfairly favour one over another.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Ditch the \u2018tell me a time when\u2019 questions<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The questions you ask in an interview matter, too.<\/span><\/p>\n<p><b>You should avoid probing candidates about their experience for the same reason you should axe the CV: experience just isn\u2019t as predictive as many believe it to be.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Instead, use work sample-style questions to get an insight into how candidates think.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Take a situation or task, and see how candidates would tackle it should they get the job.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Questions that start with \u2018tell me a time when\u2026\u2019 aren\u2019t entirely useless &#8211; but they aren\u2019t phrased to get the best out of candidates.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By asking backwards-looking questions like this, you\u2019re preventing candidates who haven\u2019t had a given experience yet from really shining, even if they have the right skills!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Just because they haven\u2019t encountered a situation before doesn\u2019t mean that they wouldn\u2019t be fully equipped to deal with it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To get more value out of these types of questions, simply pose them hypothetically.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ask what candidates <\/span><i><span style=\"font-weight: 400;\">would<\/span><\/i><span style=\"font-weight: 400;\"> do, not what they <\/span><i><span style=\"font-weight: 400;\">did<\/span><\/i><span style=\"font-weight: 400;\"> do.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15427\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-11.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-278\" width=\"1336\" height=\"1226\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-11.png 1336w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-11-300x275.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-11-640x587.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-11-768x705.png 768w\" sizes=\"(max-width: 1336px) 100vw, 1336px\" \/><\/p>\n<h3><span style=\"font-weight: 400;\">Take breaks!<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Taking regular breaks between interviews is crucial to reducing ordering biases.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With every decision that we make over time, we get increasingly fatigued, which in turn leads us to make harsher decisions. At the start of the day, when we have energy, we\u2019ll usually be more open to risk and more generous (in the case of interviews this might be towards \u2018outsider\u2019 candidates). As we get fatigued, we become more risk-averse and less generous. This phenomenon is known as \u2018decision fatigue.\u2019<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15423\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-7-3.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-107\" width=\"1600\" height=\"889\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-7-3.png 1600w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-7-3-300x167.png 300w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-7-3-640x356.png 640w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-7-3-768x427.png 768w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-7-3-1536x853.png 1536w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-7-3-250x140.png 250w\" sizes=\"(max-width: 1600px) 100vw, 1600px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">In one famous study, it was uncovered that Israeli judges made less favourable parole decisions as the day went on.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Do you see the spikes? That\u2019s when they had their breaks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And that\u2019s why you should be taking regular breaks, too.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ideally, you should also be wary of cramming several interviews into a single day, so that you approach each interview with a similar level of fatigue (hopefully none).<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Step 3: Making a final decision<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">When it comes to actually hiring someone, all the hard work should already be done.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you scored candidates question-by-question for both work sample and interview questions, you can simply average out their scores to build a leaderboard like the one below:<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-15424\" src=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-8-3.png\" alt=\"What is blind hiring? How to de-bias and data-proof your recruitment-476\" width=\"512\" height=\"413\" srcset=\"\/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-8-3.png 512w, \/gb\/en\/blog\/wp-content\/uploads\/2020\/12\/what-is-blind-hiring-how-to-de-bias-and-data-proof-recruitment-8-3-300x242.png 300w\" sizes=\"(max-width: 512px) 100vw, 512px\" \/><\/p>\n<p style=\"text-align: center;\"><span style=\"font-weight: 400;\">Screenshot from Applied platform &#8211; you can build your own leaderboard using Google Sheets.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you keep your scoring system simple, you shouldn\u2019t have too much trouble whipping up a leaderboard.\u00a0\u00a0<\/span><\/p>\n<p><b>Assuming all questions are weighted equally, you can take an average of all scores across all stages of the hiring process, to see who the best person for the job is.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This will also make giving feedback easy, since you can objectively point out where candidates did well and the areas in which they could improve.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Completely overhauling how you hire is a daunting prospect, especially when it comes to losing the CV.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, if you\u2019re still sceptical, try this:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For your first stab at blind hiring, use work sample questions <\/span><i><span style=\"font-weight: 400;\">and<\/span><\/i><span style=\"font-weight: 400;\"> CVs\u2026 see how candidates perform in comparison to your initial expectations based on their CVs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Chances are, you\u2019ll be in for a shock.<\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>One role. 100+ applications. The clock is ticking and you\u2019re up to your neck in CVs. You\u2019ve shortlisted some promising candidates\u2026 In a post-COVID world where remote working is quickly &hellip; <a href=\"\/gb\/en\/blog\/what-is-blind-hiring-how-to-de-bias-and-data-proof-your-recruitment\/\" class=\"more-link\">Read more<span class=\"screen-reader-text\"> &#8220;What is blind hiring? How to de-bias and data-proof your recruitment&#8221;<\/span><\/a><\/p>\n","protected":false},"author":244,"featured_media":16980,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4,9],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.8 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What is blind hiring? How to de-bias and data-proof your recruitment | RingCentral UK Blog<\/title>\n<meta name=\"description\" content=\"ne role. 100+ applications. The clock is ticking and you\u2019re up to your neck in CVs. You\u2019ve shortlisted some promising candidates\u2026 In\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.ringcentral.com\/gb\/en\/blog\/what-is-blind-hiring-how-to-de-bias-and-data-proof-your-recruitment\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"RingCentral Team\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"What is blind hiring? How to de-bias and data-proof your recruitment | RingCentral UK Blog","description":"ne role. 100+ applications. The clock is ticking and you\u2019re up to your neck in CVs. You\u2019ve shortlisted some promising candidates\u2026 In","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.ringcentral.com\/gb\/en\/blog\/what-is-blind-hiring-how-to-de-bias-and-data-proof-your-recruitment\/","twitter_misc":{"Written by":"RingCentral Team","Est. reading time":"13 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":":\/gb\/en\/blog\/what-is-blind-hiring-how-to-de-bias-and-data-proof-your-recruitment\/#article","isPartOf":{"@id":"\/gb\/en\/blog\/what-is-blind-hiring-how-to-de-bias-and-data-proof-your-recruitment\/"},"author":{"name":"RingCentral Team","@id":"\/gb\/en\/blog\/#\/schema\/person\/cc4f043d2b478862a8622c28b0ebd08c"},"headline":"What is blind hiring? 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