It was inevitable: When companies made it simple to apply for a job online, applications poured in. The system may weight applicants who have worked at certain companies more positively. It may infer how old a skill seems to be from where it appears in a job history. The software systems can be less biased than human screeners because they can be programmed to ignore characteristics like age, sex, race and other protected categories. Greg Moran, chief executive of OutMatch, a system that screens more than 10 million applicants a year for companies including Pepsi, Toyota and Walmart, confirmed that the following actions would help applicants avoid an automated rejection.
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