Prejudice in Recruitment : A study on how ethnic prejudice in recruitment can be counteracted through anonymous recruitment

Date: 4 June 2025 Level: Bachelor’s Thesis in Business Administration, 15 ECTS Department: School of Business, Society and Engineering, Mälardalen University Authors: Alfred Achrenius (20031115) & Kevin Johansson (20030306) Title: Prejudices in Recruitment Supervisor: Sara Öhlin Keywords: Recruitment, discrimination, bias, anonymous recruitment Research Questions: How do recruiters perceive anonymous recruitment as a tool to counteract ethnic discrimination in recruitment processes? What opportunities and limitations do recruiters experience with anonymous recruitment in practice? How can organizational and institutional factors influence the implementation of anonymous recruitment within staffing and recruitment agencies? Purpose: The purpose of this study is to examine how recruiters perceive anonymous recruitment as a tool to counteract ethnic discrimination in hiring processes. The study focuses on recruiters’ experiences and reflections within staffing and recruitment agencies in Sweden, with the aim of identifying the practical opportunities and limitations they see in the method. Method: This study employs a qualitative research approach with semi-structured interviews as the primary data collection method. The selection of participants was strategic and targeted professionals within the staffing and recruitment sector in the Central Sweden region. A total of seven interviews were conducted, both in person and digitally, with individuals who had no prior connection to the researchers. Thematic analysis was carried out based on Braun and Clarke (2006), using an abductive approach in which theory and empirical data continuously informed each other. Ethical considerations guided the entire research process, with a strong focus on informed consent, anonymization, and the handling of sensitive information. AI was only used to support language refinement, and visual illustration, without influencing the analysis or conclusions. Conclusion: The study shows that anonymous recruitment is perceived as a useful but limited tool for counteracting ethnic discrimination in recruitment processes. The method is considered especially effective in the early selection stages, where it helps shift the focus toward competence and reduces the influence of unconscious bias. However, the risk of discrimination remains in later stages when personal information becomes visible again. Additionally, several organizational and institutional barriers to implementation are identified, such as technical limitations, lack of training, and low client demand. For anonymous recruitment to have a lasting impact, it must be combined with broader structural and capacity-building efforts.