In an effort to stop unconscious bias against potential candidates, some employers have adopted a practice called blind recruitment.

In a blind system, recruiters may use a tool to redact personal information from résumés, or they may use anonymous technical evaluations or psychometric tests when screening the candidates they eventually present to hiring managers.

Removing a candidate’s name, employment dates or years of experience, and any gender-related references from résumés will theoretically place a greater emphasis on job-related skills and qualifications, explained John Feldmann, communications specialist for Insperity Recruiting Services.

As a candidate, tailoring your résumé toward the role and specific job posting will improve your chances of a recruiter actually presenting your application package to the hiring manager.

Being a referred candidate and focusing on what makes you remarkable is still the best way to get your résumé in front of hiring managers, she added.

Run your modified résumé through a free résumé grader or optimization tool.

The early results of blind recruitment are mixed, because hiring managers and candidates eventually meet face-to-face, potentially allowing subjective biases to creep back into the decision-making process.