Did you know that 1 in 3 hiring managers say they prefer U.S.-born candidates over equally qualified immigrants? It’s a surprising and troubling statistic that reveals some of the biases still lurking in hiring practices today.
Our recent survey, commissioned by MyResumeStar and conducted through Pollfish, asked 300 hiring decision-makers across various industries about their real hiring preferences. And the results left me thinking deeply about the challenges immigrant job seekers face.
Key Findings:
- 35% explicitly prefer hiring U.S.-born candidates over immigrant candidates.
- 51% have no specific preference, indicating potential for unbiased hiring practices.
- Top concerns regarding immigrant candidates included:
- Legal/work authorization issues (30%)
- Communication or language barriers (27%)
- Cultural fit (15%)
Visual Data:
Why Does This Bias Exist?
Let’s be real here. Some of these concerns are understandable at face value, especially legal work authorizations. But others might reflect deeper unconscious biases rather than genuine issues.
Real Stories from the Hiring Trenches
I’m reminded of Rashid, a brilliant candidate from Pakistan I once worked with in HR. He had glowing references and a skill set that was hard to beat. Yet in meetings, someone raised concerns about his “communication skills.” Rashid spoke clear, fluent English—better than some native speakers on our team. It was a subtle bias, but bias nonetheless.
And then there’s Priya, an engineer from India. Perfect resume, stellar education, fluent English, and still, she faced rejection after rejection. She once confided in me that she worried her name or accent might be the reason.
These aren’t just stories—they’re backed by the data. One in three hiring managers, knowingly or not, hold biases that make life harder for immigrant job seekers.
Practical Steps to Address Hiring Bias
Identifying the problem is crucial. But addressing it is even more important. Here’s what can genuinely make a difference:
- Blind Resume Reviews: Remove identifying details to minimize bias.
- Structured Interviews: Use standard questions to reduce subjective judgments.
- Regular Bias Training: Educate hiring teams about unconscious biases.
- Clear Legal Resources: Provide straightforward information on work authorization.
These steps are doable yet remain overlooked by many companies.
Common Pitfalls to Avoid
I’ve noticed some common mistakes companies make:
- Ignoring the issue entirely: Pretending bias doesn’t exist won’t solve it.
- Relying solely on technology: AI resume scanners can inherit human biases.
- One-time training sessions: Regular, ongoing discussions are crucial for real change.
Positive Insights & Hopeful Trends
Despite the evident biases, our survey also revealed:
- 51% of hiring managers genuinely have no preference.
- 46% recognize that immigrants often demonstrate stronger work ethics.
There’s genuine appreciation out there, offering a foundation to build upon.
A Call to Action
At this point, you might wonder, “What can I do to help?”
Great question! Even small actions help—raising awareness, sharing experiences openly, or pushing your organization toward transparent, bias-free practices.
If you’re an immigrant facing these biases, don’t lose heart. Seek out diversity-focused employers, and leverage resources like MyResumeStar to highlight your strengths effectively.
Closing Thoughts
Change is achievable with openness and consistent effort. Remember, bias isn’t necessarily malicious—but it does need addressing.
Feel free to reach out at pr@myresumestar.com for additional insights or to share your story.
Methodology
This article references data from a Pollfish survey of 300 hiring decision-makers across various industries. The survey was commissioned by MyResumeStar and conducted in July 2025. For full results or additional information, contact pr@myresumestar.com.