How To Reduce Bias In The Recruitment Process

Building a fair and inclusive hiring strategy

How to reduce bias in the recruitment process

CiiVSOFT helps hiring teams reduce bias with automated applicant screening, sourcing and job vacancy matching.

Bias in recruitment

CiiVSOFT’s automated tools help recruiters stamp out bias during top of the funnel recruitment processes.

Traditional screening practices are prone to unconscious bias and general hiring inconsistencies. Automation helps overcome this by screening multiple job applicants against vacancies within seconds. Evaluating candidate potential based on key data points correlating to the job profile.

How CiiVSOFT tackles bias

Removal of personal information

CiiVSOFT does not take into account a candidate’s sensitive, personal and identifiable information during the job matching process.

Considers 100% of all applicants

CiiVSOFT never tires and continuously works around the clock to accurately process all job applications.

Core focus on job compatibility

CiiVSOFT's matching algorithm screens every application against the same data points for an open job vacancy.

Example: Job applicant screening

Implementing automation can help tackle bias during the CV/resume 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 exact same job criteria for a fair initial screen