We study the recruitment behavior of Swed ish employers using data from a stated choice experiment. In the experiment, the em
ployers are first asked to describe an employee who recently and voluntarily left th e firm, and then to choose between two hypothetical applicants to invite to a job interview or to hire as a replacement for their previous employee. The two applicants differ
with respect to characteristics such as gender, age, education, experience, ethnicity, religious belief s, family situation, weight,
and health. Our results show that employers discriminate against applicants who are old, non-European, Muslim, Jewish, obese, have several children, or have a history of sickness absence. Moreover, increasing the fi rms’ cost of uncertainty in hiring –
through more firm co-payment in the sickne ss benefit system – may reduce hiring, but does not affect the degree of discrimination. Al so, there are only small differences in the degree of discrimination between different type s of recruiters and firms. Overall, our results suggest that the discrimination, at least partially, should reflect statistical discrimination.
Stefan Eriksson - Per Johansson - Sophie Langenskiöld