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ISO 10667 & Law 90-11 Compliance

Bias-Free Recruitment and Equitable Candidate Selection

Conventional recruiting remains vulnerable to unconscious cognitive bias (age, gender, address, personal affinity). INARA RH restores procedural fairness and methodological rigor through automated PII anonymization, objective evaluations conforming to ISO 10667, and strict adherence to Article 17 of Algerian Law 90-11.
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Professional Role Definition

What is bias-free hiring under the ISO 10667 standard?

Bias-free recruitment refers to a set of objective, standardized assessment procedures that neutralize discriminatory factors (gender, age, origin, address, family status) to focus hiring decisions exclusively on verified technical, cognitive, and behavioral competencies.
Anonymous Mode automatically masking Personally Identifiable Information (PII).
Evaluations structured according to the international ISO 10667 standard on hiring fairness.
5-axis cultural radar: Leadership, Teamwork, Autonomy, Adaptability, Communication.
Formal compliance with Article 17 of Algerian Law 90-11 prohibiting hiring discrimination.
3 Sources
PII Triangulation

File name, header geometry, and email root neutralized to protect candidate identity

ISO 10667
Global Standard

Fair, scientifically valid, and non-discriminatory psychometric evaluation

5 Axes
Cultural Radar

Leadership, Teamwork, Autonomy, Adaptability, Communication

Law 90-11
Article 17 Adherence

Strict prohibition of discrimination in professional employment relations

Unconscious bias, unintended discrimination, and lost qualified talent

Even with the best intentions, interviewers are subject to cognitive bias: similarity bias, stereotypes based on gender, residence neighborhood, or age, leading to the unfair rejection of top-performing candidates.
Unstructured intuitive evaluations swayed by non-professional factors.
Risk of legal non-compliance with anti-discrimination mandates in Algerian labor law (Law 90-11, Art. 17).
Difficulty objectively defending hiring or rejection choices to executive leadership or candidates.
Job announcements inadvertently featuring restrictive or stereotypical language without prior audit.

The INARA method: PII triangulation, neutral scoring, and scientifically calibrated tests

INARA RH protects the objectivity of your hiring process at every stage of the decision cycle.

Preventive job ad audit

Module 3 audits job descriptions to identify exclusionary terminology and computes a visual Inclusion Health Score from 0 to 100.

Anonymous Mode & PII triangulation

During screening, candidate names, contact details, ages, addresses, and official IDs are redacted automatically, presenting codenamed profiles.

Weighted multi-criteria scoring

Competencies, experience, and educational background are scored using explicit mathematical rubrics, eliminating subjective intuition.

ISO 10667 psychometric tests

Module 7 benchmarks candidates through practical Situational Judgment Tests (SJT) and the CHC cognitive framework, with blank exam sheets and objective rubrics.

Key Capabilities

3-Source PII Anonymization Engine

Reliable masking of Latin and Arabic names, email addresses, phone numbers, 18-digit NIN, social security NSS, and bank coordinates prior to review.

Job Ad Bias & Inclusion Audit

Visual 0 to 100 gauge assessing the inclusion level of your job posting, highlighting risky phrasing and recommending inclusive terminology.

ISO 10667 Psychometric Tests

Evaluation of practical competencies through situational judgment scenarios and cognitive reasoning, backed by documented grading keys.

Pre-Flight Guardrail Inspector

Visual verification checkpoint enabling recruiters to confirm the complete redaction of personal data before qualitative analysis.

Comparison: Intuitive Hiring vs Objective INARA RH Evaluation

Practical impact of personal identifier neutralization on candidate assessment.

Screening DimensionConventional Intuitive SelectionObjective INARA RH Process
Identity & GenderVulnerable to affinity bias and implicit prejudiceAutomated redaction of names, titles, and photos
Age & Family StatusFrequent bias against junior applicants or older candidatesExclusive focus on verified years of experience and skills
Address & NeighborhoodBiased assumptions regarding distance or backgroundNeutral verification of practical job site access
Competency MeasurementSubjective impressions during unstructured interviewsStandardized psychometric evaluations (CHC and Big Five)
Algerian Legal FrameworkVulnerability to legal disputes regarding unfair selectionStrict compliance with Article 17 of Algerian Law 90-11
Client caseEngineering Consultancy and Technology Services Firm
Sector: IT Services and Software Development in Algiers

Initial Challenge

Diversify engineering hiring and eliminate school pedigree or personal affinity biases flagged by corporate leadership.

The INARA Solution

Rolled out Anonymous Mode for early screening and administered INARA RH ISO 10667 technical assessments across all applicants.

Measured Outcomes

40% increase in the diversity of shortlisted engineering candidates
Unanimous validation of hiring decisions by the executive committee
92% candidate satisfaction rating regarding perceived hiring fairness

INARA HR modules deployed in this solution

Resume analyzer and 5-axis cultural radar on INARA RH with job matching gauge and anti-bias Anonymous Mode

Resume Analyzer

Anti-bias Anonymous Mode and 5-axis cultural radar calculation

Explore module›
Candidate test platform under INARA RH aligned with ISO 10667 featuring test timer and evaluation rubrics

Candidate Tests

Generates standardized pre-employment tests compliant with ISO 10667

Explore module›
Job posting editor in INARA RH featuring inclusion health score, anti-bias audit, and social media formats

Job Posting

Preventive semantic scan of vocabulary and 0-100 inclusion score

Explore module›

Frequently asked questions about Bias-Free Hiring

How does Anonymous Mode identify candidate names?
INARA uses 3-source triangulation: parsing the file name, analyzing the geometric layout of the first 5 header lines, and extracting the email root prefix. This functions reliably across both Latin and Arabic scripts.
Which official legal identifiers are automatically redacted?
The engine masks the 18-digit Algerian National Identification Number (NIN), Social Security Number (NSS), national ID card and passport numbers, bank RIP/RIB details, and telephone numbers.
What does the ISO 10667 standard involve in INARA RH?
ISO 10667 specifies requirements for procedures and methods used in workplace assessment. INARA ensures all test questions are scientifically correlated with the actual operational demands of the role.
Does anonymization apply when exporting reports?
Yes. You can export comparative reports and candidate scorecards in pseudonymized format (Candidate A, B, C) to present neutral assessments to leadership or client boards.
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