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<p>This study examines recruitment discrimination among interns from ethnic majority and minority groups in the Netherlands. The research contributes to the literature by testing whether a more structured and standardized evaluation process can reduce bias in internship selection. Using an online conjoint experiment, we compare two methods to evaluate candidates for an internship: one in which full resumes are assessed holistically, and another more structured and standardized one in which specific resume attributes are rated separately before forming an overall evaluation. The results show no statistically significant differences in overall resume ratings between majority and minority students. However, minority students (particularly Moroccan males) are less likely to be invited for an interview and are perceived as a poorer person-organizational fit. Importantly, the structured evaluation method significantly reduces this bias in interview invitations. Subgroup analyses indicate that the reduction in bias is strongest for Moroccan students, especially males. These findings suggest that structured assessment procedures can mitigate discriminatory biases in early-stage recruitment and may offer a practical intervention for promoting fairer selection outcomes.</p>

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Can More Standardized Selection Processes Reduce Ethnic Discrimination in Recruitment? An Experimental Study on the Effectiveness of Resume Screening Methods for Internship Recruitment in the Netherlands

  • 期刊论文

  • 发表日期：

    2025年11月24日

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  • Devi Brands,
  • Marcel Coenders,
  • Harriët Prins,
  • Bas ter Weel

摘要

This study examines recruitment discrimination among interns from ethnic majority and minority groups in the Netherlands. The research contributes to the literature by testing whether a more structured and standardized evaluation process can reduce bias in internship selection. Using an online conjoint experiment, we compare two methods to evaluate candidates for an internship: one in which full resumes are assessed holistically, and another more structured and standardized one in which specific resume attributes are rated separately before forming an overall evaluation. The results show no statistically significant differences in overall resume ratings between majority and minority students. However, minority students (particularly Moroccan males) are less likely to be invited for an interview and are perceived as a poorer person-organizational fit. Importantly, the structured evaluation method significantly reduces this bias in interview invitations. Subgroup analyses indicate that the reduction in bias is strongest for Moroccan students, especially males. These findings suggest that structured assessment procedures can mitigate discriminatory biases in early-stage recruitment and may offer a practical intervention for promoting fairer selection outcomes.