Dylan Glover, INSEAD

"Discrimination, Rejection, and Job Search Behavior"

Abstract

We examine the demand- and supply-side effects of a demographically blind application process in an online job market. We assign participants to the role of recruiter or job candidate in which the decision to hire or apply is based on a CV with a noisy productivity signal and whether it displays demographic information (gender and age) or not. We examine candidates' willingness to apply (WTA) under a blind or a non-blind job opportunity and how WTA changes after the candidate receives a rejection. We find significantly higher demand for blinding among women candidates, compared to men, in the first opportunity and that this difference increases in post-rejection job opportunities. We test mechanisms related to changes in perceptions of hiring probabilities, rejection disutility and candidates’ beliefs about recruiters' decisions when discrimination is or is not a possibility. Finally, we contrast the supply-side results with recruiters' beliefs and the actual level of discrimination in the market.

Joint with Anne Boring, Katie Coffman, and María José González-Fuentes

For more information about Dylan Glover and his interesting work - link to his website.

Contact person: Daphné Skandalis