Deleting a Signal: Evidence from Pre-employment Credit Checks
研究禁止雇主使用信用报告对求职者的影响，发现禁令使黑人求职者就业率下降3个百分点，新员工非自愿离职率上升4个百分点，原因是其他筛选工具（如面试）对黑人的信号噪声标准差比白人高约60%。
Abstract We study the removal of information from a market, such as a job-applicant screening tool. We characterize how removal harms groups with relative advantage in that information: typically those for whom the banned information is most precise relative to alternative signals. We illustrate this using recent bans on employers’ use of credit report data. Bans decrease job-finding rates for Black job-seekers by 3 percentage points and increase involuntary separations for Black new hires by 4 percentage points, primarily because other screening tools, such as interviews, have around 60% higher standard deviation of signal noise for Black relative to white job-seekers.