Blind screening can be done by hand, by redacting fields before CVs reach reviewers, or by software that hides them automatically. Commonly removed details include name, photo, date of birth, address and sometimes the names of schools and universities. Some organisations also remove graduation years, since these act as a proxy for age. Reviewers then see only experience, skills and answers to job-relevant questions.
The aim is to reduce the chance that early judgements are shaped by details that say nothing about ability. Blind screening has limits: career gaps, club memberships or locations can still hint at background, and hidden details are revealed by the interview stage anyway. It works best alongside structured criteria and consistent questions, so that the evidence being judged is itself relevant and comparable.