“Should I buy a pig in a poke? Will the applicants come to the interview wearing a bag on their head?” On the other hand: “I bet I wouldn’t have invited a person that old to an interview – I now understand my own biases better!” These are just a few examples of the comments we heard when introducing anonymous recruitment at Metsä Group.
Anonymous recruitment rises questions and a wide range of emotions. Introducing a new recruitment method requires learning, time and patience – change management across the organisation. However, it also produces numerous insights and creates a positive drive in the workplace. This is something good and important.
Metsä Group has been using anonymous recruitment for nearly three years. During this time, we have recruited more than one thousand employees using this new, increasingly equal approach. As for me, this may have been the most inspiring development project in my entire career. The introduction of anonymous recruitment has played an important role in the development of our organisational culture. I know my work supports a truly meaningful cause.
Handling all the organisation’s recruitment anonymously is an ambitious objective and a tangible act promoting equality in recruitment. It has encouraged good discussions about equality, diversity and inclusion in both Metsä Group and society at large.
I’m very proud of my employer and our company’s boldness in leading the way – even though it isn’t always easy.
Currently, 99 per cent of Metsä Group’s recruitment is carried out anonymously. We wouldn’t be here without the full support of our management. Thanks for the excellent development go also to our skilled HR professionals and open-minded managers, with whom we continue to improve the process.
Most of our applicants and recruiters now understand the benefits of anonymous recruitment. What is essential is to understand why we use anonymous recruiting. We want to promote equality and welcome people from various backgrounds and life situations regardless of their age, gender, ethnic background, sexual orientation or other characteristics. As we are often unaware of our biases, anonymous recruitment helps us focus on the essentials. Our recruiters can now ignore questions concerning the applicant’s age, gender or origin and instead focus on their professional skills, motivation and key experience relevant to the duties.
The significance of this is something each of us must grasp to truly stand behind it. This is a topic that still requires further discussions. Why are more women needed in a male-dominated industry? Why is the diversity of teams a richness? Why is ethnic background irrelevant to successful work performance?
We also want to help other employers on this path and eagerly pitch in when speakers or sparring partners are sought for anonymous recruitment. And we won’t come with a bag on our head, but with a positive energy and a smile.