Stereotypes have a significant impact on the process of employment recruitment. They are one explanation for the elevated level of discrimination observed during this process. Private sector companies, public authorities and researchers have diverging views about how to resolve this difficulty. However, an examination of several surveys and meta-analyses in connection with our own research has enabled us to draw several conclusions. The effectiveness of raising recruiters’ awareness of stereotypes in addressing discriminatory behavior is debatable. Affirmative action is hardly feasible in the French context and serves to reinforce stereotypes. In contrast, removing information that triggers implicit associations (by using anonymous job applications) is one solution; another possibility is automated job application processing performed by algorithms, although not much research has been done concerning this approach.