Hiring Bias: Does the Degree of Similarity between the Previous Employee Affect Hiring Tendency?

Abstract

Prejudice and workplace discrimination have been paid attention to by people from different culture backgrounds, and one possible explanation for some of the defect in hiring that we come up with is that previous employees are more or less a benchmark when companies look for new employees to replace them. In this report, we design and carry out rigorous statistics-based analysis to investigate the possible hiring bias based on status quo. Through providing definitions of the key factors of status quo and describing the proposed steps for our studies, we identify that the personality of the previous employees has the greatest influence on hiring new employees, followed by appearance, gender, region and educational background.