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
Download: Tackling bias in recruitment
We’ve put together a two-part document to help guide you through the steps in which CiiVSOFT takes to reduce bias.
Get your copy
Simply fill in the form to receive your copy.
