Name Game

A recent American study of first names* showed that the name an individual carries has a significant impact on how he or she is viewed, and conceivably, whether or not the individual is hired for a job.

More specifically, researchers found that common names were seen as least unique, best liked, and most likely to be hired. Unusual names were seen as most unique, least liked, and least likely to be hired.

The findings may not necessarily relate to the real world since the study was conducted in a laboratory situation. But, it is also worthwhile to keep in mind that research exists showing a strong correlation between an individual's attitudes and subsequent behavior.

Importantly, there are several practical implications of the study’s findings. These may also be considered in countries like China.

Because of bias in how people perceive names and for easier communication, Chinese employees routinely choose Western names when dealing with foreigners. Thus, when selecting a name, they may want to reconsider choosing distinctive or unique names as Purple, Sugar, Jelly, Fish, Candy, or Shellboy to name a few, so as to avoid any possible dislike of the name during their professional career.

For HR professionals, they need to be aware that there seems to be a clear bias in how people perceive names. When CVs are screened for hiring purposes names (just like pictures) should be left off to avoid potential discrimination. Alternatively, applications and CVs could be routed to hiring managers with initials only or applicant numbers.


*Cotton, John L.; O'Neill, Bonnie S.; and Griffin, Andrea (2008). The “name game”: affective and hiring reactions to first names. Journal of Managerial Psychology. Vol. 23. No. 1. pp. 18-39.