Research Design and Collaboration with a Consulting Firm:
In our upcoming research spanning five countries (Colombia, Ecuador, Peru, Bolivia, and Paraguay), we intend to partner with a consulting firm that has a physical presence in each of these nations. This firm will be instrumental in implementing our field experiment, given its local expertise and understanding of the diverse labor markets.
Recruitment of Human Resource Recruiters:
We will hire experienced human resource recruiters from the labor markets of each country. To ensure genuine engagement and commitment, the recruitment process will be presented as a real job-hiring exercise. Our strategy to source these recruiters will involve respondent-driven sampling (RDS) referrals and LinkedIn and other media platforms job postings. To acknowledge their expertise and time, recruiters will be compensated competitively, which will also enhance the credibility and impact of our study.
Gathering Preliminary Insights:
To inform our experimental design, we plan to conduct interviews and focus groups with key stakeholders in each country. This will include recruitment agencies, independent agents, LGBTQ+ migrants and women workers, and labor market experts in academia and governments. The insights and feedback from these interactions will be pivotal in tailoring our experiment to closely resemble the authentic job market settings in the respective countries.
Creation of Synthetic Job Applicant Profiles:
We aim to create a controlled experimental environment that mirrors the real-world job application process. To achieve this, we will design synthetic resumes that are representative of actual job applications in the formal labor markets of the five countries. These profiles will be comparable in qualifications and attributes, with the only distinction being the self-identification as a minority for some candidates. This approach will allow us to isolate and measure the potential impact of minority identity on recruiters' evaluations.
Our experiment will consist of up to ten trials per human resources recruiter hired in each country. In some trials, an applicant will be randomly assigned to disclose their minority membership, while others will not. We will also include trials comparing different genders, migrants versus locals, and placebo trials with no distinguishable prejudiced attributes. This design will enable us to explore discriminatory behaviors in various contexts, while also masking the primary research objective.
Development of an Online Platform:
To efficiently conduct our experiment, we will develop a custom web platform tailored to our study's requirements. This platform will serve as the interface for presenting candidates to the recruiters and collecting their evaluations. It will be designed to ensure a seamless experience for the recruiters, while also maintaining the integrity and confidentiality of the experiment.
Recruiter Onboarding and Data Collection:
All participating recruiters will be required to register on our online platform. We will collect information on their socioeconomic background, education, work experience, and knowledge of the local labor market. To gain deeper insights into their evaluation process, we will track metrics like the time spent reviewing applications and their activity on the platform. After registration, recruiters will be presented with job vacancies and corresponding candidate profiles to evaluate.