The City of Helsinki has experimented with anonymous recruiting during 2020. The City is strongly determined to continue anonymous recruiting as part of recruiting processes. Next, the City will examine how to carry out anonymous recruiting in the City recruiting system and how to utilize the practice more widely in recruiting.


The City of Helsinki has experimented with anonymous recruiting during 2020. The City is strongly determined to continue anonymous recruiting as part of recruiting processes. Next, the City will examine how to carry out anonymous recruiting in the City recruiting system and how to utilize the practice more widely in recruiting.

In addition, supervisors are supported in the implementation of diversity recruiting processes by offering them coaching in related questions.

“It’s important for the City of Helsinki to ensure that all recruiting is carried out in a non-discriminatory and equal manner, emphasizing the real skills of applicants. Our goal is diverse workplaces, in which no one is discriminated and everyone can utilize their skills as well as they can. Anonymous recruiting is more strongly focused on the applicant’s skills and work experience, and it helps us to promote the achievement of our goal. For this reason, I believe it’s good to continue this policy after the pilot,” says Tarja Näkki, Head of Strategic Resourcing at City of Helsinki.

Increased diversity

Anonymous recruiting was discovered in the experiment to be a practice that supports the diversity recruiting process. The starting point of the process is non-discriminatory and equal treatment of all applicants. The purpose of the practice is to give all applicants an opportunity to be invited to a job interview without the influence of any irrelevant matter, such as the applicant’s name, date of birth, gender, address and first language.

Anonymous recruiting helped supervisors to focus on the real skills and experience of applicants and to make their choices on the basis of these facts. The practice was considered to have a positive effect on the ways that applicants experienced the recruiting process and on the image of the City as an employer. In addition, anonymous recruiting was found to encourage all types of people to apply for all open positions with the City.

Anonymous recruiting was tested throughout the City organization in February¬–December 2020. Employees were recruited to a variety of duties during the experiment, including playground supervisors in the Education Division, youth workers in the Culture and Leisure Division, and office assistants in the Social Services and Health Care Division. The number of recruiting processes carried out in the experiment was 40.

The Helsinki City Board made the decision to launch the anonymous recruiting experiment in December 2018. In the same connection, the City Board provided that the new recruiting system should make it possible to increase anonymous recruiting stepwise.

Workforce diversity is a strength for the City of Helsinki. It enables the provision of good services, ensures continuous renewal and helps to create an increasingly productive and attractive city.

Read more:

Anonymousrecruiting at City of Helsinki (in Finnish)
YLEnews on anonymous recruiting 14 December 2020 (in Finnish)
Helvi virtual coaching: Diversity recruiting (in Finnish)



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