Research Findings: Sending Fake Résumés to U.S. Jobs

Last Updated on April 14, 2024 by Robert C. Hoopes

A recent study conducted by economists on 100 of the largest companies in the country has revealed alarming findings regarding racial biases in hiring practices. The experiment involved sending out made-up résumés with equivalent qualifications but different personal characteristics, including names suggesting the applicant was white or Black, and male or female.

The results showed that, on average, employers contacted presumed white applicants 9.5 percent more often than presumed Black applicants. This practice varied significantly by firm and industry, with some companies showing a greater disparity in callbacks to white and Black applicants. In fact, one-fifth of the companies, primarily in the retail and automotive industries, were responsible for nearly half of the gap in callbacks.

For example, AutoNation, a used car retailer, favored white applicants by contacting them 43 percent more often than Black applicants. Similarly, Genuine Parts Company, which sells auto parts including NAPA brand, favored white applicants by contacting them 33 percent more often than Black applicants.

These findings highlight the existence of deep-rooted racial biases in hiring practices within certain industries and companies. The study serves as a wake-up call for businesses to address and eliminate these biases to create a more inclusive and fair job market for all individuals.