How to reduce job application screening bias
Unconscious bias in recruitment
Traditional job application screening practices are often prone to unconscious bias. A candidate’s, name, age and gender are all factors that can play a negative part in the evaluation of a resume. CiiVSOFT automation helps overcome this by assessing only a candidate’s job potential based on key data points correlating to the job profile NOT personal characteristics.
How CiiVSOFT tackles unconscious screening bias
Removes personal and identifiable information
Fairly considers 100% of all job applicants
Focuses only on job compatibility
Job applicant screening
Implementing automation can help tackle bias during the job application screening and matching process. CiiVSOFT takes these three steps to ensure the applicant review is fair and inclusive.
Anonymise candidate data
CiiVSOFT removes identifiable information from a job application that could be subject to bias. This includes examples such as a candidate’s name, age and gender.
Prioritise candidate potential
Automatically match candidates to job roles based on their skills, experience, qualifications and other role related factors.
Consistent candidate review
Review consistently all candidate applications against the same job criteria for a fair initial screen
Guide: How to tackle bias in recruitment
We’ve put together a two-part document to help guide you through the steps which CiiVSOFT takes to reduce bias. Simply fill in the form to receive your copy.
