Here is a meta-analysis of "every available field experiment of hiring discrimination against African Americans or Latinos".
Just a simple name change on a resume can result in discrimination. Lots of it.
"On average, white applicants receive 36% more callbacks than equally qualified African Americans (95% confidence interval of 25–47% more), based on random-effects meta-analysis of data since 1989, representing a substantial degree of direct discrimination"
> people care deeply about being objective, in order to make better hiring decisions.
They really don't. It costs a lot of money to care deeply. Most companies optimize for rejecting too many candidates, looking for red flags as a time saver. This has been common practice for decades. They do it because there are usually a lot of applicants, and it's a cheap way to reduce the numbers quickly.
But it's even worse now. It's has been codified into job candidate filtering software. "Applicant Tracking System software is used by 75% of US employers to help filter job candidates".
"If an applicant's work history has a gap of more than six months, the resume is automatically screened out"
That's the opposite of caring deeply about being objective for who is the best candidate. You are making decisions based on very superficial information.
It does seem objective at first. Because it is objectively looking at one factor and making a yes or no decision. But that's exactly what I meant when I said at only a superficial level. You aren't objectively screening for the best candidates. Instead you are objectively screening for a signal, and not even a good signal. You need to screen humans, not signals.
The study suggests there is discrimination, it does not speak to anyone's intent. You are doing a lot of psychological projection on a large, diverse group of people whom you have never met nor spoken to about what they care about.
You are judging intention based on results. Those are not the same thing.
If you are discriminating that early in the process and with such high numbers, and with no improvement, you can't be said to care deeply. That's called lip service.
You said that they care deeply. You are doing a lot of psychological projection on a large group of diverse people. I proved the results are concerning. Prove they simultaneously care but have somehow managed to make no improvements in decades in the results. Lacking proof on your side, we'll have to judge based on results.
Just a simple name change on a resume can result in discrimination. Lots of it.
"On average, white applicants receive 36% more callbacks than equally qualified African Americans (95% confidence interval of 25–47% more), based on random-effects meta-analysis of data since 1989, representing a substantial degree of direct discrimination"
https://www.pnas.org/content/114/41/10870.full
> people care deeply about being objective, in order to make better hiring decisions.
They really don't. It costs a lot of money to care deeply. Most companies optimize for rejecting too many candidates, looking for red flags as a time saver. This has been common practice for decades. They do it because there are usually a lot of applicants, and it's a cheap way to reduce the numbers quickly.
But it's even worse now. It's has been codified into job candidate filtering software. "Applicant Tracking System software is used by 75% of US employers to help filter job candidates".
"If an applicant's work history has a gap of more than six months, the resume is automatically screened out"
That's the opposite of caring deeply about being objective for who is the best candidate. You are making decisions based on very superficial information.
It does seem objective at first. Because it is objectively looking at one factor and making a yes or no decision. But that's exactly what I meant when I said at only a superficial level. You aren't objectively screening for the best candidates. Instead you are objectively screening for a signal, and not even a good signal. You need to screen humans, not signals.
https://www.cnet.com/tech/automated-hiring-software-rejects-...