How does identity blind hiring, as opposed to sighted hiring, influence matching between high ability candidates and high value jobs? Job seekers might face constraints in signaling their abilities for lack of wealth and being denied education. Adding to this problem are the prejudices and biases of employers as some believe White (advantaged) applicants, on average with more wealth, contain a greater proportion of high abilities compared to Black (disadvantaged) applicants. Given such distorted beliefs, jobs/skills matching may improve or worsen under blind hiring, and there may co-exist unfilled vacancies and unemployment. The positive outcome, from job seekers’ point of view, is when employers collectively view the blind pool of the uneducated applicants to have enough high ability candidates worth risking filling up their high value slots rather than leaving the positions vacant. The negative outcome occurs when the blind pool is perceived to contain a low percentage of high ability candidates, so the advantaged high ability candidates with no wealth remain unemployed while they would have been assigned to high value jobs under sighted hiring. Finally, if education is more than a mere signal and enhances productivity in the low value jobs, unemployment will be less. But there is also a possibility that the low ability workers of the employers-favored advantaged group choose not to educate themselves even when they have the necessary wealth. Identity neutral hiring may or may not eliminate such perverse incentives.

与盲目招聘相比，身份盲目招聘如何影响高能力候选人与高价值工作之间的匹配？求职者在传达其缺乏财富和被拒绝接受教育的能力时可能会遇到限制。雇主的偏见和偏见加重了这一问题，因为有些人认为，与黑人（弱势）申请人相比，白人（弱势）申请人平均拥有更多的财富，拥有更高比例的高能力。鉴于这种扭曲的信念，盲目招聘下的工作/技能匹配可能会改善或恶化，并且可能同时存在空缺职位和失业。从求职者的角度来看，积极的结果是，雇主集体认为未受过教育的申请人的盲池中有足够的高能力应聘者，这些人值得冒充其高价值职位而不是空缺职位的风险。当人们认为盲池中的高能力候选人的比例较低时，就会产生负面结果，因此，没有财富的优势高能力候选人仍会失业，而他们将被分配到有见识的招聘中从事高价值工作。最后，如果教育不仅仅是一个信号，而且可以提高低价值工作的生产率，那么失业人数将会减少。但是，即使雇主拥有必要的财富，受雇主青睐的优势群体的低能力工人也有可能选择不教育自己。中立身份的雇用可能会或可能不会消除这种有害的激励措施。