Getting Hired: Race and Sex Differences
AbstractThe hiring process is currently probably the least understood aspect of the employment relationship. It may very well be the most important for understanding the broad processes of stratification with allocation by sex and race to jobs and firms. A central reason for the lack of knowledge is that it is very difficult to assemble extensive data on the processes that occur at the point of hire. We analyze data on all applicants to a large service organization in the U.S. in a 16 month period in 1993-1994. We investigate their rating at the time of application, the probability of getting hired, and the ratings achieved one, three, and six months after hire. Overall differences between men and women are (a) negligible in rating received at time of application, (b) small but slightly in favor of women in probability of getting hired, and (c) clearly in favor of women for ratings after hire. The evidence points unambiguously in one direction: women do not come worse out than men in the hiring process in this organization. To the extent there is a difference, it is to the advantage of women. However, if the post-hire performance ratings are free of sex bias, then women should have been hired at an even higher rate. When analyses are done separately by occupation, there are few differences between men and women in getting hired in the three occupations accounting for 94% of hires. In the other two, only 8 and 15 hires were made, making statistical analysis less meaningful. There is however evidence that blacks face a disadvantage in getting hired, and also receive lower ratings after hire. Hispanic men are especially disadvantaged in getting hired.
Download InfoIf you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
Bibliographic InfoPaper provided by Institute of Industrial Relations, UC Berkeley in its series Institute for Research on Labor and Employment, Working Paper Series with number qt22p5j5zk.
Date of creation: 04 Aug 2004
Date of revision:
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Harry J. Holzer, 1986.
"Informal Job Search and Black Youth Unemployment,"
NBER Working Papers
1860, National Bureau of Economic Research, Inc.
- Bloch, Farrell, 1994. "Antidiscrimination Law and Minority Employment," University of Chicago Press Economics Books, University of Chicago Press, edition 0, number 9780226059839, September.
- Cecilia Rouse & Claudia Goldin, 2000.
"Orchestrating Impartiality: The Impact of "Blind" Auditions on Female Musicians,"
American Economic Review,
American Economic Association, vol. 90(4), pages 715-741, September.
- Claudia Goldin & Cecilia Rouse, 1997. "Orchestrating Impartiality: The Impact of "Blind" Auditions on Female Musicians," NBER Working Papers 5903, National Bureau of Economic Research, Inc.
- David Neumark & Roy J. Bank & Kyle D. Van Nort, 1995.
"Sex Discrimination in Restaurant Hiring: An Audit Study,"
NBER Working Papers
5024, National Bureau of Economic Research, Inc.
- Neumark, David, 1996. "Sex Discrimination in Restaurant Hiring: An Audit Study," The Quarterly Journal of Economics, MIT Press, vol. 111(3), pages 915-41, August.
- Jerry M. Newman, 1978. "Discrimination in recruitment: An empirical analysis," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 32(1), pages 15-23, October.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Lisa Schiff).
If references are entirely missing, you can add them using this form.