How to reduce bias when shortlisting resumes

Where bias creeps in

Shortlisting is fast, and fast decisions rely on shortcuts. Reviewers may favour certain colleges, companies, or names, penalise career gaps, or prefer candidates who resemble the current team. These shortcuts feel like judgement but often filter out capable people.

Reducing bias is not about lowering the bar. It is about making sure the bar measures the job.

Write the criteria before you read resumes

• List the must-have skills and experience the job truly needs.
• Separate nice-to-haves, and do not reject on them alone.
• Ask whether each requirement is needed: does the role really need a specific degree or a certain number of years?
• Share the criteria with everyone who screens.

Review for skills and evidence

• Look for evidence of each must-have skill: projects, results, and responsibilities.
• Treat a career gap as neutral unless it relates to a must-have requirement.
• Do not use college or company prestige as a proxy for ability.
• Ignore details that are irrelevant to the job, such as age, marital status, or photos.

Score consistently

Use a simple rating for each must-have criterion, such as meets, partly meets, or does not meet. Record a short reason. When two reviewers disagree, discuss the evidence, not the overall impression.

If you can, have two people review a sample of the same resumes and compare. Differences reveal where criteria are unclear.

Check your outcomes

For each closed role, look at who applied, who was shortlisted, and who was hired. If a group is consistently dropping out at shortlisting, revisit your criteria and the wording of your job post.

hiARed shows candidates a Job Match against the required skills you list, and shows recruiters skill-fit evidence for each applicant, which helps keep shortlisting focused on the job's real requirements. Learn more.

Frequently asked questions