Anonymous job applications in Europe

Krause, Annabelle; Rinne, Ulf; Zimmermann, Klaus F.

doi:10.1186/2193-9012-1-5

Cited by 66 publications

(39 citation statements)

References 20 publications

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“…Another large-scale randomized field experiment took place in Germany in early 2010 (Krause, Rinne, and Zimmermann, 2012a). The publication of a correspondence testing study for Germany (Kaas and Manger, 2012) triggered a lively public debate about discrimination in the hiring decisions of German firms.…”

Section: Technological De-biasingmentioning

confidence: 99%

Field Experiments on Discrimination

2016

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provided excellent research assistance. We thank Abhijit Banerjee for comments. We are particularly grateful to Betsy Levy Paluck, our discussant, for her detailed and thoughtful review of an earlier draft. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research. NBER working papers are circulated for discussion and comment purposes. They have not been peerreviewed or been subject to the review by the NBER Board of Directors that accompanies official NBER publications.

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Section: Technological De-biasingmentioning

confidence: 99%

Field Experiments on Discrimination

2016

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“…They also note that the employers who recruit with anonymous application systems are able to present their corporate image positively as non-discriminatory, open-minded, and objective. Krause et al (2012) also point out that recruitment practices differ greatly between countries. Therefore the introduction and implementation of an anonymous job application system in a particular location may require anything from small modifications to large, fundamental changes to current recruitment practices.…”

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confidence: 97%

“As rare as a panda”

Maurer‐Fazio

Lei

2015

International Journal of Manpower

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Purpose -The purpose of this paper is to explore how both gender and facial attractiveness affect job candidates' chances of obtaining interviews in China's dynamic internet job board labor market. It examines how discrimination based on these attributes varies over occupation, location, and firms' ownership type and size. Design/methodology/approach -The authors carry out a resume audit (correspondence) study. Resumes of fictitious applicants are first carefully crafted to make candidates appear equally productive in terms of their work histories and educational backgrounds. The authors control gender and facial attractiveness. The authors establish the facial attractiveness of candidate photos via an online survey. In total, 24,192 applications are submitted to 12,096 job postings across four occupations in six Chinese cities. Callbacks are carefully tracked and recorded. Discrimination is estimated by calculating the differences in the rates of callbacks for interviews received by individuals whose applications vary only in terms of facial attractiveness and gender. The authors reuse the same resumes repeatedly through this project such that names and photos of each of the candidates: attractive man, attractive woman, unattractive man, and unattractive woman is attached to each resume hundreds of times for each occupation in each city. Findings -The authors find sizable differences in the interview callback rates of attractive and unattractive job candidates. Job candidates with unattractive faces need to put in 33 percent more applications than their attractive counterparts to obtain the same number of interview callbacks. Women are preferred to men in three of the four occupations. Women, on average need put in only 91 percent as many applications as men to obtain the same number of interview callbacks.Research limitations/implications -The analysis of this paper focusses on only four different occupations. Its scope is also limited to exploring only the first part of the hiring process -obtaining a job interview. Furthermore, its fictitious applicants are all young people, approximately 25 years old. It would be useful to explore how gender and facial attractiveness affect candidates' chances of landing a job after getting an interview. Originality/value -This paper contributes to and expands the literature on hiring through China's internet job boards. It also contributes to the literature on the role of facial attractiveness in hiring. designed and ran the online photo survey and who helped to carefully manage the application submission and tracking process. The authors also wish to thank the Editors and three anonymous referees for valuable suggestions on an earlier draft. 68IJM 36,1 I. IntroductionFrom the perspective of job candidates, obtaining an interview is an essential and critical first step in the hiring process. Discrimination at this stage of the job seeking process can have profound impacts on individuals' labor market outcomes. Both rewards to, and discrimination based on, beauty, facial att...

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“…Similar experiments have been undertaken in Germany (Krause et al, 2012), the Netherlands (Gemeente Nijmegen, 2007) and in Sweden (Aslund and Nordstrom Skans, 2012). All of these studies found that ethnic minorities benefit from anonymity since they receive higher call-backs rates when their ethnic background cannot be detected in the CV.…”

Section: Standardising Job Applications and Anonymous Cvsmentioning

confidence: 64%

“…However, they still seem to be meeting a harder selection at the stage of the job talk and the rate of job offers received by ethnic minorities remained significantly lower and could be interpreted as a proof of discriminatory selection. Krause et al (2012) stress that although applicants with a migration background globally benefit from anonymity, there are cases where they may loose from this strategy if employers favour diversity.…”

Section: Standardising Job Applications and Anonymous Cvsmentioning

confidence: 99%

Discrimination against immigrants – measurement, incidence and policy instruments

2013

International Migration Outlook

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Discrimination against immigrants-measurement, incidence and policy instruments 1 Discrimination is a key obstacle to the full integration of immigrants and their offspring into the labour market and the society as a whole. This chapter provides an overview of discrimination against immigrants and their children in OECD countries-its measurement, incidence and policy solutions-on the basis of the empirical literature and policy practices. The actual prevalence of discrimination is difficult to assess, since the disadvantage of immigrants and their offspring in many domains of public life may be attributable to many other factors-both observed and non-observed-than ethnic origin itself. Testing studies which try to isolate the effect of discrimination in hiring suggest that it is not uncommon for immigrants and their offspring to have to send more than twice as many applications to get invited to a job interview than persons without a migration background who have an otherwise equivalent CV. Most OECD countries have taken measures to combat discrimination, although the scale and scope of the measures varies widely. Much of the effect of most policy measures against discrimination appears to stem rather from raising awareness about the issue than from any direct influence which they may have on preventing discrimination. • In recent years, diversity policy instruments have been tested in a growing number of OECD countries. While these are promising tools, it is difficult to assess their effectiveness, since it is generally those employers who are most interested in diversity who participate. More generally, it seems that much of the effect of policy measures against discrimination-in particular regarding legal constraints-stems more from raising awareness about the issue than through any direct influence which they may have on preventing discrimination. • Such awareness-raising seems particularly important since there is growing evidence that discriminatory behaviour does not necessarily stem from individual preferences but often from negative stereotypes about immigrants and their children. For example, employers seem to value certain characteristics that tend to be associated with better integration. This suggests that a balanced public discourse on immigrants and their integration outcomes would also contribute to reducing stereotypes and thus combating discrimination. Definition and measure Discrimination against immigrants-definition, causes and consequences In the context of this chapter, discrimination is understood as unequal or differential treatment that disfavours an individual or a group and that is based on origin, ethnicity, race or nationality. 2 Becker (1957), in his seminal work on the economics of discrimination, distinguishes two types of discrimination-taste-based and statistical. The former occurs when economic agents (e.g. employers, home owners, banks, etc.

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Anonymous job applications in Europe

Cited by 66 publications

References 20 publications

Field Experiments on Discrimination

Field Experiments on Discrimination

“As rare as a panda”

Discrimination against immigrants – measurement, incidence and policy instruments

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