In this experiment, we have two phases: 1) preliminary phase, in which we aim to recruit 100 participants to complete a series of tasks. 2) The secondary phase, in which we aim to recruit 100 participants for every four treatments to complete a hiring game with a hiring decision and 4 estimating decisions.
The preliminary phase is designed to generate actual profiles of candidates for use in the second phase of the hiring game. The benefit of using actual profiles is to introduce actual costs for discriminatory behaviour and therefore capture the actual level of employer discrimination (Hedegaard & Tyran, 2018). During this phase, we are going to ask participants to finish an individual experiment, including five individual tasks with 2 minutes each.
The second phase is a hiring game, in which we will introduce four different treatments, a soft AA policy for an ethnic minority group, a soft AA policy for a randomly selected group, and baselines both with and without information about ethnicity. In the second part of a hiring game, we will only recruit the majority as our participants.
Prior to making a hiring decision, all profiles will go through a “pre-screen process" in which the computer will randomly select one of the five tasks completed by the individuals of profiles during the preliminary phase and rank all 12 profiles. Only 4 profiles will be selected as candidates during the hiring decision. During the hiring decision, participants will receive the profiles of four candidates, including scores of another drawn task (different from task used in “pre-screen process"), and age.
The pre-screen process and the given information in the profiles vary treatments by treatment (see interventions).