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Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
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November 3, 2021 
6 min read
The average person makes nearly 35,000 decisions a day. We often opt for path of least resistance – relying on our experiences, emotions, and peer recommendations to guide us.
But, when it comes to recruiting, the stakes are higher, and the consequences can be much greater, than for most daily decisions. It’s important to make a more conscious effort and get off autopilot mode – otherwise, biases can creep in and potentially lead to homogeneous hiring.
To help solve this challenge and create more equitable hiring processes, we’re excited to release resume redaction within iCIMS Applicant Tracking. Now you can automatically block personal identifiers from a resume review. By removing non-essential information from what they see first, hiring teams can zone in on skills, qualifications, and firsthand experience.
You are likely already familiar with the value of hiding identity to recognize talent with less bias interference from the entertainment world. iCIMS’ Culture Belonging Inclusion and Diversity Director, Chinor Lee, gives an example:
“There are multiple popular talent shows that hide the artist from the judges in some way. Perhaps the judges have their backs to the artist or maybe the artist is hidden behind an avatar. Either way, the objective is to find the most talented candidate. In the same way, we can hide identifying information during the hiring process.”
Resume redaction can help to mitigate biases and build a more diverse candidate slate by anonymizing information that’s not necessarily found to be relevant to performance. Once the settings in your ATS are defined you can feel confident that candidates are being reviewed primarily on their qualifications and skills to get the job done.
For example, you may want to allow all talent acquisition leaders to have access to all information at ATS login, whereas for hiring managers you might redact their view up until they have approved someone for an interview.
Our personal identifiers represent our heritage, family, and history, and unique traits should be embraced by organizations. But the reality is that our subconscious and cognitive shortcuts can still inform our decision making despite training efforts.
“The goal with resume redaction is to keep the focus on skills and potential to get a wider range of diversity through the first decision point,” says iCIMS Product Manager, Amber Brown. “We have heard testimonies of candidates and hiring teams that speak to challenges with hiring from distinct universities. With resume redaction, we want to help hiring teams become more open-minded by surfacing candidates using AI in the iCIMS Talent Cloud and adding redaction as to not distract first decisions with datapoints like university.”
Resume redaction in the iCIMS ATS is one way you can look to minimize the effect of unconscious biases in the hiring process. As Brown put it, “There are so many examples of where this practice can be impactful, including but not limited to names. For example, by eliminating “university” from initial view you can address elitism that can pop up when you screen profiles from community colleges, boot camps, or non-traditional career paths.”
Enabling this new feature can help address:
Not sure where to start? Here are the most popular fields you can redact from your team’s view within iCIMS ATS – and some insight into how they can sway decisions:
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You can learn how to be more intentional with language, focus on skills, and make improvements with technology in a recent on-demand webinar. Click here to watch: How to mitigate bias in the hiring process, hosted by Chinor Lee and Melissa Dobbins, Founder and CEO at Career.Place.
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