Willful blindness is never a good thing. In fact, it's often a substitute for the work that needs to be done.
Some companies and industries are going to "blind” applications as a way to hire and avoid biases.
Here’s how it works: A company issues some kind of work challenge and, without uploading your resume, you anonymously participate in the interview so that the person evaluates the work instead of the pesky little problem of having to deal with you as an individual first. http://www.wsj.com/articles/the-boss-doesnt-want-your-resume-1452025908
As a diversity tool it has such innocence and fairness about it — if we can't see who the person is, then we can reward "merit" by giving the candidate the job.
I mean it's great, right?
Folks who have names where their ethnicity can be assumed have long complained how that hurts them in the hiring phase, which has been backed up over the years by studies that show that very thing.
But people aren't robots. The diversity of backgrounds, which unfortunately includes the ways people can discriminate against you, should be part of the analysis that employers use to populate their workplace.
It's a corny euphemism in human resources and employment law that employers give the “it wasn't a good fit” line when the employer ends an employment relationship. Sometimes that "fit” masks discrimination on the part of a manager. But far more often, there is a personality or work style fit that makes for a contentious, unproductive relationship.
Instead of promoting a system that prevents people from making employment decisions based on biases, I prefer that managers learn to address their biases.
Any employer who feels as if they're forced to hire someone, without thought to background, is going to have an epiphany. Bias, or worse, discrimination, is not rational. And because it's not rational it's not going to go away simply because "the best person got the job” since that person has to then keep the job once they get it.
Getting a job should not be treated as winning the golden ticket on a reality TV show.
I think that blind applications can be a tool in helping managers and employers assess whether they are hiring without biases. But generally speaking, I don't think it's a complete substitute.
Part of good hiring is hiring people that you can retain. And that is not something one can necessarily determine from looking at a work sample.
Resumes are not always the most accurate reflection of how well a person can do a job. But they are a reflection, in part, of how someone came to be a person who can do a good job. I don't think that's irrelevant. Neither should a potential employer.
I applaud tools that help employers construct a fair workplace. Individuals, however, shouldn't get lost in the process.