This study brings together four research lines from different scientific disciplines to expand existing knowledge on the pervasiveness of ethnic discrimination in recruitment and the circumstances under which discrimination is more likely to occur: (1) field experiments on discrimination in recruitment, conducted by economists and sociologists, that have been crucial to our knowledge of the prevalence of discrimination but have taught us less about the sources of discrimination; (2) laboratory experiments on interethnic behavior, mainly conducted by psychologists, that provide the opportunity to closely examine conditions that shape discrimination but have so far neglected behavior related to inequality, like hiring; (3) studies on interethnic attitudes, mainly conducted by sociologists, that have provided valuable insights in the mechanisms that underlie interethnic attitudes but cannot ensure that the same factors influence interethnic behavior; and (4) research on the distinction between explicit and implicit attitudes, developed by psychologists, that has shown that both types of attitudes may influence actions but has so far ignored behaviors related to inequality. The main aim of this study is twofold: (1) assess to what extent ethnic discrimination occurs in recruitment processes via online résumé databases in the Netherlands to gain insight in the prevalence of discrimination in recruitment via new channels and provide insight in the role of discrimination in different phases of recruitment procedures; (2) examine under which individual and contextual conditions ethnic discrimination in recruitment is more likely to occur, i.e. when or where ethnic discrimination in recruitment is more likely to arise, who is more likely to discriminate, and who is more likely to be discriminated against. We build upon theoretical approaches from sociology and psychology. First, we draw from two key theoretical approaches within research on determinants of interethnic attitudes to derive expectations on determinants of ...