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Adaptive Correspondence Experiments

Author

Listed:
  • Hadar Avivi
  • Patrick Kline
  • Evan Rose
  • Christopher Walters

Abstract

Correspondence experiments probe for discrimination by manipulating employer perceptions of applicant characteristics. We consider the gains from dynamically adapting the number and quality of fictitious applications each employer receives to their prior callback decisions. Calibrating employer behavior to experimental data from Nunley et al. (2015), we find that it is possible to cut the number of applications required to detect a fixed number of discriminators roughly in half relative to a benchmark design with a fixed number of applications per job. These gains are achieved primarily from abandoning jobs with very low callback probabilities and those that call back Black applicants.

Suggested Citation

  • Hadar Avivi & Patrick Kline & Evan Rose & Christopher Walters, 2021. "Adaptive Correspondence Experiments," AEA Papers and Proceedings, American Economic Association, vol. 111, pages 43-48, May.
    • Handle: RePEc:aea:apandp:v:111:y:2021:p:43-48
    DOI: 10.1257/pandp.20211079
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    More about this item

    JEL classification:

    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions
    • J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
    • J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • J41 - Labor and Demographic Economics - - Particular Labor Markets - - - Labor Contracts

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