Companies have been looking for automation in their hiring practices and Artificial Intelligence offers a solution. A popular opinion on the topic is that AI-enabled hiring will enhance talent acquisition overall, eliminating bias and bettering results. However, deployed AI hiring tools often do not offer a solution but worsen the problem by violating ethical and moral barriers. Thus, it is crucial to consider the socio-technical perspective of this topic when designing software systems integrated into hiring practices. As part of AI-enabled recruitment, CV screening software is deployed in numerous conglomerates worldwide and is the centre of attention of this paper. The theoretical results delivered via this research originate from a variety of scientific articles of a multi-disciplinary nature. This paper examines how CV screening software can be designed to estimate professional proficiency while taking into consideration the needs and moral values of the stakeholders involved. A literature study has been conducted to derive the results. The research examines three design methodologies (Systemic design, Value Sensitive Design and Human-centered design) that help the design team to address the aforementioned issues and considers their impact on the design process of a CV screening tool regarding proficiency evaluation. The results of the paper conclude that it is crucial to assemble a design team that is multi-disciplinary in nature to elicit and embed the stakeholders' values into the design of a technical system of this nature.