Topic analysis

Algorithmic Monocultures in Hiring

A large-scale empirical study analyzing 3.4 million job applicants and 4 million applications across 156 U.S. employers—all using a single third-party hiring algorithm vendor—documents significant racial disparities in hiring outcomes, including adverse impact on Black applicants and a shortfall of 29,000 recommended applications for Asian applicants if selected at the rate of the most favored group, plus systemic rejection rates far higher than expected under independent hiring decisions. The study outlines policy recommendations such as position-level adverse impact evaluations, strengthened market surveillance of algorithmic monocultures, expanded researcher access to hiring platform data, and closer monitoring of shared dependencies in the hiring supply chain.