his study examines discrimination of Arabic-named applicants in online recruitment procedures in the Netherlands. We develop and implement a new field experiment approach, posting fictitious résumés (n = 636) on two online résumé databases. Two phases of recruitment procedures are examined: employers' decisions to (1) view applicants' complete résumés after seeing short profiles and (2) contact applicants. The experiment covers both male and female applicants, three occupational levels, five sectors, and ten geographical regions, and consists of two waves. Results provide strong evidence of discrimination in the first phase (views). Résumés of Arabic-named applicants were requested less often, regardless of their education, gender, age, region, or sector, and for both websites and waves. Controlling for the number of times candidates' full résumés were viewed, there is less evidence of discrimination in the second phase (reactions). Yet, after two phases, the cumulative ethnic difference is considerable: Dutch-named applicants are 60 percent more likely to receive a positive reaction than Arabic-named applicants. We conclude that ethnic disparities in outcomes of recruitment procedures are substantial and arise already in the very first phase of the selection process. Hence, employers often do not even get to see Arabic-named applicants' résumés. Finally, discrimination is stronger in wave two, when the total number of views of résumés was lower, indicating lower labor demand.

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This paper investigates to what extent self-rated job-specific and generic skills and different types of educational signals are positively related to the labor market integration process of Dutch graduates, 18 months after finishing upper secondary vocational education. Our contributions to the current literature are that of simultaneously investigating these different types of skills and (a more extensive concept of) educational signals, and moreover examining to what extent the impact of self-rated specific skills and educational signals differ between the four labor market outcomes under investigation. We analyzed secondary survey data from the VET survey collected in the Netherlands in 2015. Results indicate that (1) self-rated specific skills-acquired either in education or on the job-are more positively related to favorable labor market outcomes than self-rated generic skills in the first 18 months of graduates' integration process, (2) only certain educational signals positively impact labor market integration, and (3) the positive impact of self-rated specific skills and signals varies between different labor market outcomes.

This article examines which individual-level factors are related to people's likelihood of discriminating against ethnic minority job applicants. It moves beyond describing to what extent discrimination occurs by examining the role of individuals' interethnic contacts, education and religion in shaping their behavior towards ethnic minority job applicants. We derive expectations from theories from the interethnic attitudes literature. Data are collected via (1) a laboratory experiment in which student participants (n = 272) reviewed résumés of fictitious applicants who varied regarding ethnicity, gender, education and work experience and (2) a survey amongst the same participants. During the experiment, participants assess applicants' suitability for a job and select applicants for an interview. Additionally, participants complete a questionnaire including questions on several personal and background features. Results show that individuals who have more positive interethnic contacts, higher educational levels and higher educated parents are less likely to discriminate against ethnic minority applicants. Individuals whose parents are church members are more likely to discriminate, as are males. We find interesting differences regarding the role of decision makers' features between different stages of the recruitment process. First assessments of applicants' suitability for a job are predominantly affected by applicants' features. Differences between decision makers here are relatively small. Eventual choices about which applicants to invite for a job interview, however, are affected by both applicants' and decision makers' features; here differences between decision makers are more pronounced. Theoretical implications of these findings are discussed.