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Would more innovative tools improve hiring? This question is particularly relevant in the context of fostering diversity in the workplace: an increasing number of experiments are currently taking place with the aim of creating a more inclusive recruitment process that respects diversity (recruitment with no résumé, online video application, anonymization. . .).Résumés remain the most widely used preselection technique in France, but they are criticized because they can trigger stereotypes that lead to discriminatory behavior (at least in their usual format, with a photo and personal details). Such discrimination is harmful in two ways: it deprives organizations of skilled employees and provokes a sense of injustice among rejected candidates.In this context, the anonymous résumé was introduced as a simple and effective screening instrument for neutralizing discrimination in accessing interviews.We hypothesize that this tool is generally perceived favorably by candidates and improves their perception of fairness in the selection process. In an experimental framework, 316 candidates were invited to evaluate random sets of anonymous or non-anonymous résumés. Their judgment was compared with the judgment of 1,086 recruiters tested under the same conditions. Candidates were then questioned about their perception of fairness for the screening method being used. The findings show that candidates who are placed in the position of a recruiter and professional recruiters adopt very similar forms of judgment (identical discriminatory behavior is revealed). Résumés are generally perceived as an effective screening tool by candidates, but those given sets of anonymous résumés consider the selection process more ethical than those given sets of non-anonymous résumés.