We investigate the effects of group identity on hiring decisions with adverse selection problems. We run a laboratory experiment in which employers cannot observe a worker's ability nor verify the veracity of the ability the worker claims to have. We evaluate whether sharing an identity results...

The current study develops and tests a model of applicant withdrawal. Drawing on tenets from social identity theory and the theory of planned behavior, the current study proposes that applicants who highly identify with an organization will experience higher pursuit intentions and subsequently...