Abstract
The recruiting process is more effective by a realistic mindset matching the organization’s goals and the applicants’ demands. The purpose of this study was to investigate the effective practices of blind selection from the organizational perspective and to find the impact of blind selection in achieving organizational diversity. Study used a systematic review and explored the document using thematic analysis to aggregate the most common causes and consequences of proposing blind selection. According to the findings of the research, most individuals have favorable sentiments toward blind selection in organizational performance. However, a company’s nature significantly impacts how this concept is adopted within the organization. Most of the literature emphasized that blind recruiting is characterized by varied approaches and perspectives on the problem, resulting in increased organizational effectiveness due to diversity.
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