?John, Joe, Mary, and Anna: These names come across an employer’s desk every day. He looks at the names and give them no second thought. Instead of focusing on their names, he focuses on their resume and their credentials. Unfortunately, when DeShawn, Tyrone, Precious, or Ebony’s resumes come across the employer’s desk, they often times may end up in the trash. Even though this group of people is just as qualified as the first group, they may not get a callback. Name discrimination is a prevalent issue in the hiring process. The questions is: Why? And the answer is simple: Their names. According to the results of an experiment from the Nation Bureau of Economic Research (NBR), people with “traditional names” would get one callback for every ten resumes they send out. Meanwhile, those with less “uncommon names” would need to send out fifteen resumes to receive the same one callback. In addition, people with common names who submitted high-quality resumes received 30% more callbacks than their counterparts with lower quality resumes. However, someone with an uncommon name and a high quality resume has a marginally better chance that someone with a weaker resume. Why are people with these uncommon names being put off? Another study, carried out by Dr. Oreopoulos of the University of Toronto, looked for reasons why this discrimination took place. Some hiring recruiters claimed “uncommon” names made them assume the applicant was an immigrant. Another worried about whether the applicant had the adequate “social and communications skills to be successful in the job”. (The Globe and Mail). One stated that they only have seven seconds to look over a resume, so choosing a common name is much easier than an uncommon one. Some solutions set forth by Oreopoulos include resumes that do not list the applicant’s name, instead showcasing their qualifications. Video resumes also can be a solution, showing employers that the ap