Algorithmic Hiring and Diversity: Reducing Human-Algorithm Similarity for Better Outcomes

Algorithmic tools are increasingly used in hiring to improve fairness and diversity, often by enforcing constraints such as gender-balanced candidate shortlists. However, we show theoretically and empirically that enforcing equal representation at the shortlist stage does not necessarily translate into more diverse final hires, even when there is no gender bias in the hiring stage. We identify a crucial factor influencing this outcome: the correlation between the algorithm's screening criteria and the human hiring manager's evaluation criteria -- higher correlation leads to lower diversity in final hires. Using a large-scale empirical analysis of nearly 800,000 job applications across multiple technology firms, we find that enforcing equal shortlists yields limited improvements in hire diversity when the algorithmic screening closely mirrors the hiring manager's preferences. We propose a complementary algorithmic approach designed explicitly to diversify shortlists by selecting candidates likely to be overlooked by managers, yet still competitive according to their evaluation criteria. Empirical simulations show that this approach significantly enhances gender diversity in final hires without substantially compromising hire quality. These findings highlight the importance of algorithmic design choices in achieving organizational diversity goals and provide actionable guidance for practitioners implementing fairness-oriented hiring algorithms.

Gendered Language in Resumes and its Implications for Algorithmic Bias in Hiring

Despite growing concerns around gender bias in NLP models used in algorithmic hiring, there is little empirical work studying the extent and nature of gendered language in resumes. Using a corpus of 709k resumes from IT firms, we train a series of models to classify the gender of the applicant, thereby measuring the extent of gendered information encoded in resumes. We also investigate whether it is possible to obfuscate gender from resumes by removing gender identifiers, hobbies, gender sub-space in embedding models, etc. We find that there is a significant amount of gendered information in resumes even after obfuscation. A simple Tf-Idf model can learn to classify gender with AUROC=0.75, and more sophisticated transformer-based models achieve AUROC=0.8. We further find that gender predictive values have low correlation with gender direction of embeddings -- meaning that, what is predictive of gender is much more than what is "gendered" in the masculine/feminine sense. We discuss the algorithmic bias and fairness implications of these findings in the hiring context.

raceBERT -- A Transformer-based Model for Predicting Race and Ethnicity from Names

This paper presents raceBERT -- a transformer-based model for predicting race and ethnicity from character sequences in names, and an accompanying python package. Using a transformer-based model trained on a U.S. Florida voter registration dataset, the model predicts the likelihood of a name belonging to 5 U.S. census race categories (White, Black, Hispanic, Asian & Pacific Islander, American Indian & Alaskan Native). I build on Sood and Laohaprapanon (2018) by replacing their LSTM model with transformer-based models (pre-trained BERT model, and a roBERTa model trained from scratch), and compare the results. To the best of my knowledge, raceBERT achieves state-of-the-art results in race prediction using names, with an average f1-score of 0.86 -- a 4.1% improvement over the previous state-of-the-art, and improvements between 15-17% for non-white names.