Macfarlanes is recruiting its future vacation scheme applications via a CV-blind policy, and will “almost certainly” extend the scheme to its trainee recruitment.
The top 30 City firm has joined Clifford Chance and Mayer Brown in their CV-blind recruitment technique. The magic circle firm was the first to introduce the idea (11 November 2013) while Mayer Brown announced its policy last month (5 March 2013).
The firm first trialled CV-blind interviewing for its February and March open days.
Macfarlanes graduate recruitment partner Seán Lavin stated that the firm’s application of the policy to vacation scheme applicants rather than prospective trainees was due to a matter of timing and that it would “almost certainly” extend the policy to its training contract applicants.
As at Clifford Chance and Mayer Brown, the CV-blind process is applied to the interview and testing stage of the applicants, rather than the initial selection.
Lavin emphasised that the interview was just one part of the application process and that it was examining how to roll out the policy across its stages of testing.
He added: “CVs are still an important part of the recruitment process. However, we did not feel that there was any need for partners to have access to a candidate’s CV when they are assessing the merits of a candidate in an interview setting. Interviewing candidates CV-blind reduces the possibility of bias for or against candidates from particular backgrounds.”