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The Timing of Preference and Prejudice in Sequential Hiring Games

Author

Listed:
  • Waddell, Glen R.

    (University of Oregon)

  • Lee, Logan M.

    (Grinnell College)

Abstract

We model a hiring process in which the candidate is evaluated sequentially by two agents of the firm who each observe an independent signal of the candidate's productivity. We introduce the potential for taste-based discrimination and characterize how one agent's private valuation of the candidate influences the other agent's hiring practices. This influence is often in an offsetting direction and is partially corrective. Yet, this offsetting response can also be large enough that even a high-productivity candidate who is privately favoured by one agent, as may be the case in efforts to increase gender or racial diversity, is less likely to be hired even when the other agent has no preference over private, non-productive attributes.

Suggested Citation

  • Waddell, Glen R. & Lee, Logan M., 2014. "The Timing of Preference and Prejudice in Sequential Hiring Games," IZA Discussion Papers 8445, Institute of Labor Economics (IZA).
  • Handle: RePEc:iza:izadps:dp8445
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    References listed on IDEAS

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    More about this item

    Keywords

    hiring; race; gender; diversity; discrimination;
    All these keywords.

    JEL classification:

    • J1 - Labor and Demographic Economics - - Demographic Economics
    • J7 - Labor and Demographic Economics - - Labor Discrimination
    • D8 - Microeconomics - - Information, Knowledge, and Uncertainty

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