Uncovering Insights: Sending 80000 Fake Résumés to U.S. Jobs

Last Updated on April 13, 2024 by Robert C. Hoopes

A recent study conducted by a group of economists has revealed alarming disparities in callback rates for job applicants based on their perceived race. The experiment involved submitting made-up resumes with equivalent qualifications but different personal characteristics, such as names that suggested the applicant was white or Black, and male or female.

The results showed that, on average, employers were 9.5 percent more likely to contact presumed white applicants compared to presumed Black applicants. The study also found that the practice varied significantly by firm and industry, with one-fifth of the companies responsible for nearly half of the gap in callbacks to white and Black applicants.

AutoNation, a used car retailer, was found to favor white applicants over Black applicants the most, contacting presumed white applicants 43 percent more often. Genuine Parts Company, which sells auto parts including under the NAPA brand, favored white applicants by 33 percent over Black applicants.

This study highlights the ongoing issue of racial discrimination in the job application process and underscores the need for companies to address and eliminate biases in their hiring practices. It is crucial for businesses to ensure equal opportunities for all applicants, regardless of their race, in order to create a more inclusive and diverse workforce.

The findings of this study serve as a reminder that there is still work to be done in combatting racism in the workplace and promoting fairness and equity in hiring practices. As more companies become aware of these disparities, it is hoped that steps will be taken to address and rectify these issues to create a more level playing field for all job applicants.