Unintended Effects of Anonymous Resumes
评估法国公共就业服务机构对企业招聘时匿名化简历的实验项目，发现参与企业收到匿名简历后反而更少面试和雇佣少数族裔候选人，原因在于企业自选择参与以及匿名化阻碍了少数族裔候选人负面信号的衰减。
We evaluate an experimental program in which the French public employment service anonymized resumes for firms that were hiring. Firms were free to participate or not; participating firms were then randomly assigned to receive either anonymous resumes or name-bearing ones. We find that participating firms become less likely to interview and hire minority candidates when receiving anonymous resumes. We show how these unexpected results can be explained by the self-selection of firms into the program and by the fact that anonymization prevents the attenuation of negative signals when the candidate belongs to a minority.