Many U.S. Employers are heeding BNI’s warning: “Never Hire a Muslim”


Many companies regularly look up job applicants online as part of the hiring process. A new study suggests they may also use what they find to discriminate against Muslims.

WSJ  The study, a Carnegie Mellon University experiment involving dummy résumés and social-media profiles, found that between 10% and a third of U.S. firms searched social networks for job applicants’ information early in the hiring process. In those cases, candidates whose public Facebook FB -0.04% profiles indicated they were Muslim were less likely to be called for interviews than Christian applicants. The difference was particularly pronounced in parts of the country where more people identify themselves as conservative. In those places, Christian applicants got callbacks 17% of the time, compared with about 2% for Muslims.


The Carnegie Mellon researchers sent out more than 4,000 fabricated résumés to private firms across the country that had more than 15 employees and were posting job openings online. The jobs included technical, managerial and analyst positions that required either several years of experience or a graduate degree.

Each résumé used one of four male names chosen for their uniqueness, meaning Web searches were almost guaranteed to lead viewers to carefully calibrated Facebook profiles linked to the names. One profile suggested the person was Christian, and another suggested he was Muslim. Two others indicated the person was either gay or straight. (No discrimination was found in this last category)

Muslim applicants received 14% fewer callbacks nationwide. Significant advantages for Christian candidates as compared with Muslims were clear when researchers looked at the 10 states—Alabama, Arkansas, Idaho, Kansas, Kentucky, Nebraska, Oklahoma, Utah, West Virginia and Wyoming—that were most strongly conservative based on 2012 election data.

Ibrahim ‘Uncle Dougie’ Hooper, the national communications director at terror-linked CAIR (Council on American-Islamic Relations), said the findings didn’t surprise him. “You never know what an employer is finding on Google or Facebook or any other site on the Internet that they can use to eliminate you from consideration,” he said.