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How to reduce job application screening bias

Fair and inclusive hiring

How to reduce job application screening bias

How CiiVSOFT tackles unconscious job screening bias

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.

Reduce job application screening bias

Removes personal and identifiable information

Fairly considers 100% of all job applicants

Focuses only on job compatibility

Real-world example

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.

How to reduce job application screening bias