If you implement blind hiring thoughtfully, it can help your organization improve diversity and make better hires. However, there are certain obstacles to blind hiring. For example, it is rather difficult to implement in the later stages of the hiring process, like interviews. Also, blind hiring isn’t the magic bullet to de-bias your recruitment process. That said, it can still help you be more objective when it comes to evaluating candidates’ suitability for a job.

According to SHRM, “While not required by law, applicant tracking is recommended by guidelines for all employers obligated under Title VII and can be done pre-hire when part of an employer’s decision to follow the guidelines.”

Collecting demographics data pre-hire is allowed if the goal is to assess the validity of your selection method and if it’s voluntary for the applicants.

Tracking demographics data post-hire helps you review your recruiting and hiring processes to find potential bottlenecks in attracting and retaining diverse candidates.