The effects of and support for anonymous job application procedures: evidence from a large-scale, multi-faceted study in the Netherlands

Abstract

ABSTRACT This study provides evidence from a large-scale, long-lasting, multi-faceted pilot with anonymized application procedures (AAP) in a Dutch city in 2016–2017. We evaluate effects of AAP on interview and hiring rates, compare two methods of anonymizing, and analyze attitudes related to AAP among hiring managers, applicants and the general public. Results show that minority applicants were relatively more likely to be invited for an interview after AAP were introduced. This difference was significant for applicants from the largest non-Western minority groups. Minority applicants’ hiring rates also improved, though only significantly so when comparing 2016 (not 2017) with the reference period (2015). Moreover, minority applicants, especially from the largest non-Western groups, were more likely to be invited when standardized anonymous application forms were used than when applications were manually anonymized. Finally, applicants and the general public were much more positive about AAP than managers. Many managers saw no need for AAP; they were often unconvinced that discrimination occurs in their organization. We discuss these results in light of the scarce and mixed evidence on AAP effectiveness, and reflect on important insights regarding conditions under which AAP can be implemented successfully and practical implications uncovered by our analyses of different actors’ views.