The Impact of Fake Résumés on U.S. Job Applications

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 disparities in hiring practices based on race and gender. The experiment involved the submission of made-up résumés with equivalent qualifications but different personal characteristics, such as names suggesting the applicants were either 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. Some companies were found to be responsible for nearly half of the gap in callbacks to white and Black applicants, with AutoNation and Genuine Parts Company standing out for their significant bias towards white applicants.

AutoNation, a leading automotive retailer, was found to contact presumed white applicants a staggering 43 percent more often than Black applicants. Similarly, Genuine Parts Company, a distributor of automotive and industrial replacement parts, called presumed white candidates 33 percent more frequently.

This study sheds light on the persisting racial and gender biases in the hiring process of major corporations. It underscores the need for greater diversity and inclusion efforts within these companies to ensure equal opportunities for all applicants, regardless of their race or gender.

As aspiring business professionals, it is crucial to be aware of these issues and advocate for fair and equitable hiring practices in the corporate world. By staying informed and actively supporting diversity initiatives, MBA graduates can help drive positive change and create a more inclusive and meritocratic job market for future generations.