How we Recruit...

We have developed an internal anonymized job application guidelines to ensure a fair and equitable hiring process focused solely on each candidate’s skills and technical abilities. By eliminating personal identifiers, we protect applicants from conscious or unconscious bias and promote genuine meritocracy. This method also upholds compliance with relevant equality legislation and provides a consistent framework for both applicants and hiring teams.



WSCS Anonymized Job Application Process Guidelines



To ensure a fair, unbiased hiring process focused exclusively on skill and technical merit, please adhere strictly to the following guidelines:


If you wish to submit an application, you must request a "Application Identification Number", which will then need to be used in place of your Name.


You must fit within the UK legal framework for employment, for example, child employment laws.



1. Anonymity Requirements:


Do not include any identifiable personal details on your application or CV. Please use a seperate cover sheet/letter for this, which will be kept by HR until a selection has been made.

Specifically:

Name, Age or Date of Birth, Gender, Ethnicity, Disabilities or Health Status, Home Address, Personal Contact Information (phone number, personal email), and any other details that may be used to identify the candidate and their personal details or circumstances.



2. CV/Application Content:

You may submit a CV of any length. Whether your CV is a single page or ten pages, there will be no penalty or disadvantage in the selection process. However if you do submit content that is not relevant to the role, it may be deemed that you do not fully understand the role.

On the Candidates CV, clearly detail only:

- Professional skills and qualifications
- Relevant technical experience
- Certifications and education related directly to the role
- Professional achievements directly related to technical proficiency
- Any other knowledge or skills you feel may be suitable for the role

To preserve anonymity, candidates should avoid listing any hobbies, clubs, or other activities/roles, that might hint at your identity. For example, instead of “Volunteer Leader at Girl Guides,” use a more neutral description like “Volunteer Youth Leader.”

The same principle applies to employment history: rather than stating “CEO of ACME Industries from 2015–2022,” which can be easily searched, opt for a broader phrase such as “CEO of a medium-sized industrial firm for seven years,” and then focus on your key responsibilities and accomplishments.

If you are unsure, please submit on a separate sheet marked "Sensitive - HR Only" which will not be available to interviewers, but will make sure important details are passed on.



3. Human Resources (HR) Responsibility:


HR must thoroughly review every application and fully remove or redact any identifiable personal details prior to the hiring manager’s review.

Assign a unique, non-identifiable Applicant ID to each candidate. Use this ID exclusively in place of the candidate's name on all documents and communications.

HR must securely link each Applicant ID to the candidate's identifiable records, holding this data strictly as "Sensitive - HR Only."

Store original identifiable data separately, accessible only by HR.



4. Hiring Manager Guidelines:

Hiring managers must not attempt to identify or speculate on an applicant’s identity.

Decisions must solely be based on:

Technical expertise

Relevant and demonstrable skills and competencies during interview

Direct experience and qualifications relevant to the job description



5. Skills Assessment and Demonstration Process:

Conduct practical skill assessments through anonymized technical tests administered and observed by HR or via an automated testing system.

Candidates may be required to:

Complete written or online practical skill assessments.

Perform practical tasks or projects that demonstrate technical proficiency, which are recorded without visual identification (video recordings must exclude facial or other identifiable features).

Participate in live demonstrations via anonymized, voice-altered audio calls or written communication facilitated and monitored by HR.



6. Interview Process (if applicable):


Initial selection should be made purely based on anonymized applications.

HR shall anonymize all responses or conduct interviews strictly through written communication or voice-modified virtual meetings to ensure the candidate’s identity remains anonymous.

Hiring managers will review anonymized responses or recordings identified solely by Applicant ID.



Technical Interview Format:

IMPORTANT NOTE: Candidates are advised that, as this is a skill, and merit based interview, you may be required to be engaged for up to, but no more than, 3 hours.

Candidates should be capable of working with a computer to view and manipulate on-screen data, either directly or through the use of appropriate and available, assistive technologies.

The applicant will join a text-based meeting environment. Their screen can be shared or monitored so that interviewers can observe their work in real time, while the applicant's personal information remains hidden.

Interviewers may communicate instructions verbally over a speaker, but the applicant’s voice will not be heard, thus preventing identification.

Technical questions and instructions will be provided in both spoken and text formats. The applicant responds solely in writing (text) to maintain anonymity.

Only after technical assessments and interviews are completed, and finalists are selected and accept a role, purely based on merit, may HR release identifiable information to the hiring manager for final administrative purposes (e.g., on boarding).

Candidates that are then employed, will be subject to 4 months probationary period, extendable to 6 months, with HR and senior directors approval. During this time,



7. Additional Guidelines for Fairness:

Ensure all technical assessments are standardized, quantifiable, and measurable.

Utilize structured interview questions exclusively based on role-specific technical skills.

Document all hiring decisions clearly, with justification linked directly to skill assessments and role-related criteria.

Adhering to these guidelines If any disabilities or specific accommodations are required for skill demonstration purposes, HR must manage these confidentially, maintaining anonymity throughout the evaluation process. Any identifiable information related to disabilities or health status should only be disclosed after candidate selection, exclusively for administrative and on boarding purposes, and held as Sensitive - HR Only. Should the candidate be hired, the organization will provide all reasonable accommodations to support the individual's needs in alignment with relevant legislation and company policy. HR is to help guarantee a merit-based, equitable hiring process free from conscious or unconscious bias.



8. Probationary Period

Candidates that are employed following the selection process will be subject to a 4-month probationary period, which may be extended to 6 months with approval from HR and senior directors.

During this probation:

The candidate’s peers and managers will assess the individual’s personality, teamwork, and overall cultural fit, including with regular meetings a minimum of once every two weeks, not longer, but can be sooner if there is a need.

If sufficient evidence emerges indicating the candidate is not suitable for the role or does not fit well within the team, discussions will take place, but ultimately, if deemed not a good fit, their employment may be terminated.

This approach aims to foster a positive, amicable work environment and discourage toxic culture.

and finally...

Adhering to these guidelines, if any disabilities or specific accommodations are required for skill demonstration purposes, HR must manage these confidentially until otherwise indicated by the candidate/employee, maintaining anonymity throughout the evaluation process.

Any identifiable information related to disabilities or health status should only be disclosed after candidate selection, exclusively for administrative and on boarding purposes, and held as "Sensitive
- HR Only".

Should the candidate be hired, the organization will provide all reasonable accommodations to support the individual's needs in alignment with relevant legislation and company policy. HR is to help guarantee a merit-based, equitable hiring process free from conscious or unconscious bias.