Suominen utilizes so-called blind hiring, a pioneering recruitment process.
We follow the blind hiring principle in new recruitment when possible, to promote diversity and to ensure equal opportunities when applying for a job. As a result, the hiring manager will receive and assess candidates’ applications and resumes without any personal data on them. The masked data includes, for example, the applicant’s full name, gender, ethnicity and age. This minimizes the possibility of unconscious biases affecting the recruitment process.
Basically, the blind hiring process consists of three phases:
After a successful pilot in 2015, blind hiring was defined as the default approach at Suominen. We aim to utilize the principle in new recruitments when possible, including top management.
Blind hiring is a strategic program for us, as it enables us to promote diversity and ensure equal opportunities and, as such, is a vital part of the ‘Operating sustainably across the company’ focus area of Suominen’s sustainability strategy. In addition, the blind hiring principle is underpinned by the Code of Conduct of Suominen, which prohibits all discrimination.