ABSTRACT Anonymous application procedures (AAPs), which hide applicants' demographic and other identifying information, aim to reduce discrimination during preselection. However, research about applicants' perceptions of such procedures is scarce. Accordingly, we compared perceptions of traditional resumés, anonymized resumés, and standardized application forms. Potential applicants preferred anonymized resumés followed by standardized forms, with traditional resumés being least favored. Participants' gender and migration background did not emerge as moderators. In a second study, explaining that standardized application forms are used to enhance equal employment opportunities improved perceptions, whereas emphasizing job relatedness or combining both explanations was less effective. Organizations might benefit from adopting AAPs to signal their commitment to diversity and improve applicant reactions. Limitations and potential areas for future research are discussed.
Büttner et al. (Fri,) studied this question.