Best Practices for Government & Public Sector Resume Screening

Let's be honest: government hiring is frustratingly slow. The average time-to-hire in the public sector is 119 days compared to just 36 days in private sector. That's more than three times longer. And here's the problem: 60% of candidates abandon applications that take longer than 15 minutes to complete. You're losing great talent before they even finish applying. Meanwhile, one in five public sector jobs remains vacant, 65% of government employees report burnout, and nearly 30% of the local government workforce is retirement-eligible. The workforce crisis is real. But 2025 is bringing major changes: federal resumes are now capped at 2 pages (effective September 27), skills-based hiring is replacing rigid degree requirements, and there's a massive push to cut time-to-hire below 80 days. Veterans preference, security clearances, merit-based evaluation—these aren't going away. But the screening process needs to get faster and smarter without compromising fairness or compliance. Let's talk about how to actually do that.

Why is resume screening different for government and public sector roles?

Because you're balancing things private sector doesn't have to worry about: statutory hiring requirements, veterans preference, security clearances, merit principles, and intense public scrutiny.

Here's what makes government screening unique:

You're legally required to follow merit-based hiring principles. The federal Merit System Principles require that hiring be based on qualifications, skills, and abilities—not personal connections, politics, or favoritism. This isn't just policy; it's law. Every hiring decision must be documented and defensible. If a candidate challenges your selection, you need to prove you followed merit principles. During screening, this means: clear, job-related qualification requirements, consistent evaluation criteria for all candidates, documentation of how each candidate was scored, transparency in the process. Private companies can hire based on "cultural fit" or gut feeling. Government can't.

Veterans get preference by law, not choice. Veterans' Preference, established by the Veterans' Preference Act of 1944, gives eligible veterans points added to their application scores. A 5-point preference goes to veterans who served 180+ consecutive days after September 11, 2001. A 10-point preference goes to disabled veterans, regardless of disability rating. Veterans with compensable disabilities (10%+ rating) go to the top of the highest category on referral lists. This isn't optional. During screening, you must identify veterans, verify their eligibility, apply preference points, and adjust ranking accordingly. Miss this step, and you're violating federal law.

Security clearances add months to the hiring process. Many government roles require background investigations and security clearances. A basic public trust position requires SF-85P and takes weeks. A Secret clearance requires interviewing people from the candidate's past 7 years and usually processes in under 90 days. A Top Secret clearance can take 9 months and requires 10 years of personal history (SF-86 form). You can't just hire someone and figure out clearance later—clearance eligibility is a qualification. During screening, you need to assess: Can this candidate pass the required clearance level? Are there red flags (foreign contacts, financial issues, drug use, criminal history)? Is an interim clearance possible while final clearance processes? Screening someone who can't get clearance wastes months.

The process is excruciatingly slow (but changing). Government hiring averages 119 days from posting to hire. That's over three months. Why? Multiple review stages (HR screening, subject matter expert review, veterans preference application, interviews, reference checks, security clearances), required documentation and compliance steps, budget approval and position classification, background investigations. The goal for 2025 is to get below 80 days government-wide, but many agencies are still far from that. During screening, every day you save matters—top candidates accept other offers while you're still processing applications.

Public accountability and transparency requirements. Government hiring is public business. Job postings, selection criteria, and sometimes even candidate names are subject to public records requests. Hiring decisions can be challenged through grievance processes, EEO complaints, or legal action. This creates pressure to: document everything thoroughly, apply criteria consistently, avoid any appearance of bias or favoritism, be able to explain and defend every decision. Private sector can make quick judgment calls. Government needs an audit trail.

Rigid position classifications and pay scales. Government positions are classified (GS-7, GS-12, etc.) with specific qualification requirements and pay ranges. You can't just offer more money to attract a great candidate—you're locked into the pay scale. During screening, you're not just evaluating if someone can do the work—you're evaluating if they meet the specific qualification standards for that classification level. Someone might be perfect for the role but not meet the technical requirements for the GS level you're hiring at.

Bottom line: Private sector screening asks "Are they qualified and a good fit?" Government screening asks "Are they qualified according to established standards, do they get veterans preference, can they pass security clearance, and can we document and defend this decision if challenged?" Completely different ballgame.

What major changes are happening to federal resume screening in 2025?

2025 is bringing the biggest shake-up to federal hiring in decades. Here's what's changing:

Change #1: 2-page resume limit (effective September 27, 2025)

This is huge. For years, federal resumes were notoriously long—5, 10, even 15 pages detailing every duty and responsibility. Starting September 27, 2025, all federal agencies will only accept resumes up to 2 pages in length. This applies to all federal positions except Title 38 and Hybrid Title 38 positions (certain VA healthcare roles). Why the change? Executive Order 14170 and the Merit Hiring Plan aim to modernize federal hiring and align with private sector norms. For candidates, this means cutting fluff and focusing on relevant accomplishments. For HR screeners, this means faster review times—you can actually read 100 two-page resumes in a reasonable timeframe.

Change #2: Push to reduce time-to-hire below 80 days

The current 119-day average is unacceptable when private sector hires in 36 days. Federal agencies are being pushed to streamline hiring to under 80 days government-wide. This means: faster initial screening (AI tools, automated qualification matching), concurrent processing (run background checks while interviewing, not after), reduced interview rounds, faster security clearance processing where possible. During screening, you'll need to move candidates through initial review in days, not weeks.

Change #3: Skills-based hiring over degree requirements

Historically, government jobs required specific degrees or years of experience. The shift now is toward skills-based assessment: what can you actually do, not what degrees you hold. This opens opportunities for candidates from non-traditional backgrounds—bootcamp grads, self-taught professionals, career changers. During screening, you'll need to evaluate demonstrated skills (portfolios, work samples, assessments) instead of just checking boxes for degrees and years of experience. This is more work upfront but yields better hires and expands the talent pool.

Change #4: Emphasis on merit-only evaluation

The 2025 Merit Hiring Plan emphasizes that federal hiring must be based solely on skills and qualifications, with no consideration of race, sex, ethnicity, or national origin. Agencies can no longer collect or report workforce composition statistics based on these factors (though this is legally contested). The intent is to ensure merit-based decisions, though critics argue that eliminating demographic tracking makes it harder to identify and address discrimination. During screening, focus purely on job-related qualifications and document your rationale clearly.

Change #5: Expanded recruiting beyond traditional channels

OPM is expanding federal recruiting efforts to religious colleges and universities, homeschooling networks, and faith-based groups—diversifying the talent pipeline beyond the usual suspects (traditional universities, existing federal employees). This means you'll see more diverse candidate pools with varied backgrounds. During screening, be prepared to evaluate unconventional resumes and non-traditional paths to qualification.

Change #6: Increased use of AI and automation in screening

Government agencies are adopting AI-powered screening tools to handle volume and speed up initial review. These tools can: parse resumes against qualification requirements, automatically score candidates based on keywords and experience, flag veterans for preference points, identify security clearance red flags. The goal is to cut initial screening time by 50-75%. But human review is still required—AI handles the first pass, experienced HR professionals make final decisions.

What this means for you: If you're screening for government roles in 2025, expect shorter resumes, pressure to move faster, more emphasis on skills assessment, and heavier reliance on technology. The fundamentals (veterans preference, merit principles, security clearances) remain the same, but the process is modernizing rapidly.

How do you properly apply veterans preference during resume screening?

Veterans preference isn't optional—it's law. Here's how to do it correctly:

Step 1: Identify who qualifies for veterans preference

Not all veterans get preference. Eligibility requires: honorable discharge or general discharge (dishonorable discharges don't qualify), active duty service (not just reserves or training), specific service periods (post-9/11 service of 180+ consecutive days, or service during designated war periods, or disabled status). Retired military members generally don't qualify unless they're disabled veterans OR retired below the rank of major (or equivalent). During screening, look for: "veterans preference claimed" on the application, DD-214 form (proof of service and discharge status), disability documentation (for 10-point preference). Don't assume—verify eligibility.

Step 2: Determine the preference level

5-point preference: Veterans who served 180+ consecutive days after September 11, 2001 (or during designated periods), honorably discharged, not disabled. Add 5 points to their passing score. 10-point preference: Disabled veterans (any disability rating), Purple Heart recipients, spouses/mothers of disabled or deceased veterans (in specific circumstances). Add 10 points to their passing score. Compensable disabled veterans (CP/CPS): Veterans with 10%+ service-connected disability rating. These candidates get placed at the top of the highest category on referral lists (except scientific/professional positions at GS-9+). This is more than just points—it's priority placement.

Step 3: Apply preference correctly in category rating

Most federal hiring uses category rating (Best Qualified, Well Qualified, Qualified) instead of numerical scores. Here's how preference works: All qualified veterans go into appropriate category based on qualifications, then 5-point preference veterans get standard preference within their category, while 10-point preference veterans (especially CP/CPS) get moved to the top of the highest category they qualify for. Example: A veteran with 30% disability rating who qualifies as "Well Qualified" gets moved to the top of the "Best Qualified" category, ahead of non-veterans in that category.

Step 4: Understand what preference does and doesn't do

Veterans preference does: give veterans priority in hiring when they're equally or similarly qualified, protect veterans in reductions in force (RIF), apply to initial appointments to federal positions. Veterans preference does NOT: guarantee a job (you still have to meet qualifications), apply to internal promotions, transfers, or reassignments, override qualifications (unqualified veterans don't get hired), apply to political appointments or certain excepted service positions.

Step 5: Document everything

Veterans preference decisions are frequently challenged. You need documentation showing: how you verified veteran status, which preference level was applied, how preference affected ranking/selection, why a non-veteran was selected over a veteran (if applicable—this requires strong justification). If you pass over a preference-eligible veteran, you better have clear, documented reasons why (e.g., they didn't meet minimum qualifications, selected candidate had significantly superior qualifications).

Common mistakes to avoid: Forgetting to verify veteran status (don't just take their word), misapplying preference points or category placement, selecting a non-veteran over an equally qualified veteran without proper justification, not documenting the preference determination process. Veterans advocacy groups watch federal hiring closely. If you mess up preference, you'll hear about it—and potentially face legal challenges.

What security clearance requirements should you screen for upfront?

Don't waste time interviewing candidates who can't get the required clearance. Screen for clearance eligibility early.

Understand the clearance levels and what they require:

Public Trust (Low/Moderate/High Risk): Not technically a "clearance" but a background investigation for positions with access to sensitive information or systems. Requires SF-85P form. Investigates: criminal history, employment history, education verification, credit check (for moderate/high risk), references. Timeline: 4-8 weeks typically. Common disqualifiers: significant criminal history, major financial issues (bankruptcies, massive debt), dishonesty on application.

Confidential Clearance: Required for access to information that could damage national security if disclosed. Requires: SF-86 form (10 years of personal history), background investigation covering 7 years, interviews with references and associates, credit check, criminal history check. Timeline: 1-3 months. Common disqualifiers: felony convictions, significant foreign contacts/influence, serious financial problems, drug use (recent or ongoing).

Secret Clearance: Required for access to information that could seriously damage national security. Requires: everything for Confidential, plus more extensive reference interviews (coworkers, neighbors, landlords from past 7 years), deeper financial investigation, more thorough background checks. Timeline: 3-6 months (goal is under 90 days but often takes longer). Common disqualifiers: same as Confidential, but scrutiny is higher.

Top Secret Clearance: Required for access to information that could cause exceptionally grave damage to national security. Requires: SF-86 with 10 years of detailed personal history, in-person interviews with candidate, extensive interviews with references going back 10 years, deep financial investigation, foreign travel and contacts review. Timeline: 6-9 months minimum, sometimes over a year. Common disqualifiers: extensive foreign contacts, dual citizenship (in some cases), significant financial issues, any pattern of dishonesty.

Sensitive Compartmented Information (SCI): Highest level, required for access to intelligence sources and methods. Requires Top Secret clearance first, then additional investigation. Can take a year or more.

What to screen for during resume review:

Red flags that suggest clearance problems: Frequent international travel or foreign residency (not disqualifying but requires explanation), foreign family members or close foreign contacts (especially in adversarial countries), significant debt, bankruptcies, or financial issues, criminal history (even minor charges can be issues), drug use (marijuana is still federally illegal—recent use is a problem), employment gaps or unexplained periods of unemployment, dishonesty or inconsistencies in application materials. Green flags: current active clearance (transferable if same level), previous clearance (even if expired—shows they passed before), US citizenship with no foreign entanglements, stable employment and financial history, clean criminal record.

How to screen efficiently: Ask directly in the application: "Do you currently hold a security clearance? If so, what level?" "Have you ever been denied a security clearance?" "Is there anything in your background that might affect clearance eligibility?" Flag candidates who need clearance but have obvious red flags—don't waste interview time. For positions requiring Top Secret, prioritize candidates who already hold clearances (saves 6-9 months). Consider interim clearances for urgent hires (can be granted in weeks while final clearance processes). Always remember: you can't ask candidates to pay for their own clearance. The agency covers costs. But you can screen out candidates unlikely to pass, saving everyone time and money.

How can government agencies reduce time-to-hire without sacrificing quality?

The 119-day average is unacceptable. Here's how to cut it dramatically:

Tactic #1: Use AI screening for initial qualification review

AI can parse resumes against qualification standards in seconds, not days. Modern AI screening tools can: extract relevant experience and match to GS-level requirements, identify veterans and flag preference eligibility, check for required certifications, licenses, or clearances, score candidates based on keyword matching to job requirements. This cuts initial screening from 2-3 weeks to 2-3 days. But always have human HR specialists review AI-flagged candidates—AI handles volume, humans handle nuance and final decisions.

Tactic #2: Run background checks and clearances concurrently with interviews

Don't wait until you've selected a candidate to start the background investigation. As soon as someone makes it to the interview stage, initiate: preliminary background check, credit check (if required), employment/education verification, security clearance investigation (if they consent). This parallelizes the process. By the time you make a selection, much of the background work is done. Caveat: candidates must consent, and you need to manage multiple concurrent investigations, but the time savings are massive (30-60 days easily).

Tactic #3: Simplify application requirements (leverage the 2-page resume rule)

Remember: 60% of candidates abandon applications taking over 15 minutes. The new 2-page federal resume limit helps, but also: eliminate redundant questions (don't ask for info already on the resume), use autofill from USAJOBS profile where possible, only request documents you actually need (don't ask for transcripts if you won't verify education), allow candidates to upload documents instead of typing everything. The easier you make it to apply, the more (and better) candidates you get. And fewer application errors mean less back-and-forth during screening.

Tactic #4: Use category rating, not numerical scoring

Category rating (Best Qualified, Well Qualified, Qualified) is faster than numerical scoring because: you don't have to assign precise point values to every qualification, you can group candidates quickly, you have flexibility in selection within categories (as long as veterans preference is applied correctly). Many agencies have switched to category rating and seen 20-30% reductions in time-to-hire.

Tactic #5: Create talent pools for common positions

For frequently hired roles (IT specialists, program analysts, administrative support), create standing pools of pre-screened candidates: post an open continuous announcement, screen and qualify candidates on a rolling basis, maintain a list of qualified candidates ready to interview, pull from the pool when vacancies arise. This turns a 119-day process into a 30-40 day process (you're just interviewing and selecting, not starting from scratch).

Tactic #6: Reduce interview rounds

Government interviews often involve: HR screening interview, hiring manager interview, panel interview with team members, second-round interview with senior leadership. That's 4-6 weeks of scheduling and delays. Consolidate: combine HR screening with hiring manager interview, use panel interviews (one session with multiple decision-makers), limit to 2 interview rounds maximum. Each round you eliminate saves 1-2 weeks.

Tactic #7: Use direct hire authority where available

For positions with severe shortages (IT, cybersecurity, certain medical fields), agencies have direct hire authority that bypasses: competitive rating and ranking, veterans preference (though veterans can still apply), complex multi-round processes. If your position qualifies, use it. Hiring can happen in 30-45 days instead of 119.

Tactic #8: Communicate proactively with candidates

One reason candidates drop out: radio silence for months. They assume they didn't get the job and accept other offers. Send automated status updates: "Application received," "Initial screening complete," "Interview scheduled," "Background check in progress." This keeps candidates engaged and reduces drop-off. Tools like USAJOBS have built-in communication features—use them.

The realistic goal: Getting to 80 days is achievable with these tactics. Getting below 60 days requires aggressive streamlining and probably direct hire authority. But even shaving 30-40 days off the current 119-day average makes a huge difference in candidate experience and your ability to compete for talent.

What are the biggest resume screening mistakes government HR makes?

These mistakes cost you great candidates and waste tons of time:

Mistake #1: Overly rigid qualification requirements

Requiring a Bachelor's degree when a combination of experience and training would work just as well, demanding 5 years of experience for an entry-level role, insisting on specific certifications that aren't actually necessary for the job. This artificially shrinks your candidate pool and screens out talented people who could excel in the role. The shift to skills-based hiring addresses this—focus on what people can do, not what credentials they have. If you're still auto-rejecting anyone without a 4-year degree, you're missing great candidates.

Mistake #2: Ignoring or misapplying veterans preference

Forgetting to ask about veteran status in the application, not verifying preference eligibility, applying preference points incorrectly, selecting a non-veteran over an equally qualified veteran without proper justification. This violates federal law and opens you to legal challenges. Train your HR team thoroughly on veterans preference—it's not optional, and it's not complicated if you follow the rules.

Mistake #3: Starting background checks too late

Waiting until you've selected a candidate to initiate background investigation or security clearance. This adds 30-180 days to your timeline after selection. Candidates accept other jobs while waiting. Start background checks on finalists as soon as they reach interview stage (with consent). Run multiple investigations concurrently. Don't make it sequential.

Mistake #4: Using overly complex or jargon-heavy job announcements

Government job postings are notoriously difficult to understand—filled with acronyms, classification codes, and bureaucratic language. This discourages applicants, especially those from outside government. Write clearly: explain what the job actually involves (in plain English), list qualifications in simple terms, make it easy to understand how to apply. The 2-page resume limit forces simplicity—extend that philosophy to job announcements.

Mistake #5: Inconsistent screening criteria

Different HR specialists evaluating candidates using different standards, changing qualification requirements mid-process, applying subjective judgment without clear rubrics. This violates merit principles and creates legal risk. Use structured scorecards, train all screeners on the same criteria, document your evaluation consistently, apply the same standards to every single candidate.

Mistake #6: Not leveraging technology

Manually reviewing hundreds of resumes when AI could handle initial screening, using paper-based processes when digital tools exist, not integrating USAJOBS with your internal systems. Government tends to lag in technology adoption, but the tools exist now: AI screening platforms, applicant tracking systems, automated reference checking, digital interview platforms. Use them. You're competing with private sector for talent—you can't afford to be 10 years behind technologically.

Mistake #7: Poor candidate communication

Ghosting candidates for months with no status updates, sending vague rejection notices with no explanation, making candidates reapply for the same information multiple times. This creates a terrible candidate experience. Even if someone doesn't get hired, treating them professionally makes them more likely to reapply and speak positively about your agency. Set up automated status updates, send clear rejections with next steps, maintain communication throughout the process.

Mistake #8: Screening for "perfect" instead of "qualified"

Holding out for the unicorn candidate who meets every single qualification perfectly, rejecting good candidates with minor gaps, waiting months to find the "ideal" person while positions sit vacant. Government can't compete with private sector on salary or speed. You need to hire qualified people quickly, not wait for perfect people who'll never come. If someone meets the minimum qualifications and can do the job, move them forward. You can train specific skills—you can't train aptitude and motivation.

How do skills-based hiring and traditional qualification requirements work together?

They're not opposed—skills-based hiring expands how you evaluate qualifications.

Traditional government qualifications: GS-level requirements specify: years of experience at specific levels, educational requirements (Bachelor's, Master's, etc.), specific certifications or licenses, time-in-grade for current federal employees. These are clear, easy to verify, and objective. But they also exclude people who have the skills without the traditional credentials.

Skills-based approach adds: Demonstrated ability through work samples or portfolios, skills assessments or tests, equivalent experience (e.g., coding bootcamp + 2 years experience instead of CS degree), competency-based evaluation (can you actually do the work?). This doesn't eliminate qualification standards—it expands pathways to meet them.

How to integrate both during screening:

Step 1: Define required skills clearly. Instead of "Bachelor's degree in Computer Science," specify: "Proficiency in Python, Java, or C++, ability to design and implement database systems, experience with cloud platforms (AWS, Azure, or GCP), demonstrated problem-solving and debugging skills." Now you can evaluate multiple pathways to qualification.

Step 2: Accept multiple forms of evidence. Candidates can demonstrate skills through: traditional degrees and certifications, work portfolios (code samples, writing samples, project examples), skills assessments (coding tests, writing exercises, technical challenges), work experience (detailed descriptions of what they actually did, not just job titles). During screening, evaluate the evidence, not the format.

Step 3: Use subject matter expert (SME) review. HR specialists can verify traditional credentials, but SMEs from the actual field should evaluate: technical work samples, skills assessment results, non-traditional experience claims. A hiring manager or technical lead can tell if a coding portfolio demonstrates proficiency better than HR can verify a degree.

Step 4: Document equivalencies clearly. If you accept bootcamp + 2 years experience as equivalent to a CS degree, document this in your qualification standards upfront. Don't make it up candidate by candidate—that's inconsistent and legally risky. Establish clear equivalency frameworks and apply them consistently.

Real-world example: Hiring for GS-12 Cybersecurity Specialist. Traditional qualifications: Bachelor's in Computer Science or related field, plus 3 years of specialized experience in cybersecurity. Skills-based expansion: OR completion of accredited cybersecurity bootcamp plus 4 years of demonstrated cybersecurity work (with portfolio), OR industry certifications (CISSP, CEH, Security+) plus 5 years hands-on security experience, OR demonstrable skills via technical assessment (penetration testing challenge, security architecture design) plus relevant work history. You've now expanded your pool without lowering standards—you're just recognizing different paths to competency.

The benefit: Skills-based hiring helps you find talent from underrepresented communities, career changers, self-taught professionals, military veterans with relevant skills but non-traditional backgrounds. And research shows skills-based hires perform as well or better than credential-based hires—because you're evaluating actual ability, not proxies for it.

What role should AI play in government resume screening?

AI should handle volume and speed, but humans must handle merit and fairness decisions.

Where AI excels in government screening:

Parsing and qualification matching: AI can read hundreds of resumes in minutes and extract: relevant experience matching GS-level requirements, education and certifications, keywords matching job announcement, veterans status and preference eligibility, security clearance level (current or previous). This turns weeks of manual screening into days of automated review. Government agencies are already using AI for initial qualification review, cutting screening time by 50-75%.

Veterans preference application: AI can flag veterans preference claims automatically, verify eligibility against stated criteria (service dates, discharge status, disability rating), apply preference points or category adjustments, generate ranked lists with preference correctly applied. This reduces human error in preference application—which is legally critical.

Consistency and bias reduction: AI evaluates every candidate against the same criteria, doesn't favor candidates from certain schools or backgrounds, flags qualified candidates who might be overlooked in manual review, reduces unconscious bias (when properly configured). For government, where merit principles require fair, consistent evaluation, AI can actually improve fairness—if implemented correctly.

Where AI falls short (and why humans are necessary):

Nuance and context: AI struggles with non-linear career paths, unconventional qualifications, and contextual factors. A human can recognize that someone's volunteer work demonstrates leadership even if it's not paid employment. AI might miss that. Skills-based hiring requires human judgment to evaluate portfolios, assess work samples, and determine equivalencies. AI can flag candidates for review, but subject matter experts need to make final calls.

Merit principles compliance: Government hiring must be defensible under merit principles. If an AI rejects a candidate, you need to explain why in terms of job-related qualifications. If the AI is a black box, you can't do that. You need human review to document decisions, ensure compliance with merit principles, and defend selections if challenged.

Veterans preference edge cases: While AI can handle straightforward preference application, complex cases (spousal preference, mother's preference, Purple Heart recipients with unique circumstances) require human expertise. Don't let AI make final calls on veterans preference—have trained HR specialists review.

Best practices for using AI in government screening:

• Use AI for initial screening (pass/fail on minimum qualifications), but require human review before rejection
• Configure AI to flag, not decide—it should surface candidates for human review, not make final hiring decisions
• Audit AI regularly for bias (test with sample resumes from diverse backgrounds, monitor outcomes by demographics, adjust algorithms if disparities emerge)
• Document your AI screening process and criteria for merit principle compliance
• Train HR staff on how AI works—they need to understand its capabilities and limitations
• Be transparent with candidates that AI is used in initial screening

The regulatory environment: OPM and federal agencies are watching AI adoption closely. You need to ensure AI screening doesn't violate: merit principles (fair, job-related evaluation), veterans preference laws (correct application of preference), EEO requirements (no disparate impact on protected groups). Use AI as a tool to support human decision-making, not replace it. The accountability still rests with your HR team and hiring managers, not the algorithm.

Related reading

• The Complete Guide to AI Resume Screening in 2025
• Skills-Based Hiring: A Practical Guide for Modern Recruiters
• How AI Reduces Unconscious Bias in Resume Screening

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