Well, by quickly I didn't mean only 60 seconds. :-)
> in a way that is not subject to personal (conscious or unconscious) bias?
In my opinion, a common conceit is that it's possible to design a process that is not subject to bias. It's not possible. There will be bias, no matter what process you choose. It's thought that "quiz show" style interviews are "objective", but if you look at the results, they're clearly not helping. They're not increasing diversity. The poor results speak for themselves. So then some people look at the results of this so-called "fair" process and conclude that minorities are just worse at coding, because that's what the tests say. To me, that approach and attitude is even worse than just acknowledging personal bias.
The only way to try to counteract unconscious bias is to be conscious of it. Admit it, and keep it in mind while you're going through your hiring process. Keep it in mind while you're filtering the résumés. Keep it in mind while you're interviewing. But don't try to pretend like you can eliminate it entirely from the process, because then you're just deluding yourself and everyone else.
I remember an interview training exercise, which also covered resume screening. Each person got the same stack of resumes, and the instructor said, "You have 60 seconds to pick out the top 3 you'd like to bring in for an interview. Find them." At the end of the exercise we found that we all basically picked out people who were a lot like us. White people picked out "whiter-sounding" names, women picked more women, etc. Also, Ken Thompson's resume was one of them (with a different name) and nobody picked him.
I think the point was that human eyeballs and brains are terrible at objectively or fairly pre-filtering.