A growing number of companies are using software to help screen job applications. Such programs can scan thousands of CVs in minutes, looking for particular qualifications, skills or experience. Some systems also analyse recorded video interviews. Supporters argue that automated screening saves time and can reduce the influence of an individual recruiter's personal preferences. However, critics point out that the software learns from past hiring decisions. If a company has previously favoured certain groups of candidates, the program may repeat that pattern, even if no one intended it to do so. In one type of case that has been widely discussed, a system trained on the CVs of a company's past employees gave lower scores to applicants whose CVs differed from those of the existing workforce. To reduce these risks, some organisations regularly test their systems for unfair results and keep a human recruiter involved in final decisions. In certain regions, new regulations require employers to inform applicants when automated tools are used. Experts generally agree that such software should support, rather than replace, human judgement.

Critics argue that screening software may repeat patterns found in past hiring decisions.