Yes. For instance, we talked about female versus male representation. If we had a technological tool, it would be no problem. In other words, the software would not identify the applicant's gender, since it would not detect French occurrences of “ée” indicating that the applicant was a woman. Those possibilities don't currently exist, but we are including them as we define our next recruitment platform. That's one solution that could be applied.
Exam-based solutions could also be put in place. After the screening stage, the 200 or 300 screened-in applicants could be asked to take a test that would be administered electronically, in other words, over the Internet. That would help to further screen out applicants and ensure that only qualified candidates were invited to an interview by the manager.