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ABSTRACT
This paper considers both the division of the labor market and the occupational stereotyping as explanatory mechanisms of discrimination in hiring decisions. It hypothesized that recruiters would favor candidates applying for a position that is stereotypically identified with their ethnic category. We solicited 146 recruiters in order to evaluate the hireability of either a native-born or an immigrant candidate, either competent or not competent, for either a prestigious or a low-skill occupation, and to justify their decision in writing. As predicted, both the hireability ratings and the narrative comments produced by recruiters showed that native-born applicants were preferred for prestigious jobs while immigrants tended to be selected more often for low-skill positions.The discussion addresses various issues related to decision-making in recruitment settings.
Data availability statement
The data described in this article are openly available in the Open Science Framework at https://osf.io/pfjsd/
Open Scholarship
This article has earned the Center for Open science badges for Open Data through Open Practices Disclosure. The data and materials are openly accessible at https://osf.io/pfjsd/
Notes
1. In France, under the pretext of the regulation of work-related immigration, two successive ministerial decrees (2008 and 2011) have officially allowed a number of various industries and sectors to welcome foreign workers. However, the list of these sectors is not the same for EU and non-EU immigrations.
2. Self disclosure statement to earn an Open Data badge: URL where data file is located: https://osf.io/pfjsd/. There is sufficient information for an independent researcher to reproduce the reported results (see Wiki pages_Method and dependent variables).