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Note: Set 1 refers to black candidates with a degree from an elite university and white candidates with a degree from a less selective university Pair IDs 112 in table 1; set 2 refers to white candidates with a degree from an elite university and black candidates with a degree from a less selective university Pair IDs 1324 in table 1. Difference indicates the p value of a two tailed t test examining the difference in values between sets 1 and 2. Removed indicates attrition from the samplean employer removed a job advertisement before one or both applicants could apply for the job. For simple bivariate analyses, I use a two tailed paired t test to test for significant differences within pairs from the same sample Kutner et al. 2004. However, to examine between pair effects, I use a less efficient estimator because the sample and sample size vary between the two groups. The Welch's t test is appropriate with two independent samples of unequal sample size and unequal variance Kutner et al. 2004. In the equation above, i is the individual level intercept; the coefficients 16 represent the coefficients for college selectivity, race, social class, gender, college major, and region, respectively; and Xi represents a vector of control variables. In the equation above, Yi is one of three possible variables that capture information about the salary range: the lowest listed value in the range, the mean of the range, or the highest listed value in the range. I run three separate regressions, one for each possible listed salary outcome variable. The first two figures show the bivariate results of employer responses e mail, phone, and total response percentages by the two main characteristics of interest: college selectivity and race. 10 Figure 1 shows that candidates with a degree from an elite university receive more e mail responses than candidates with a degree from a less selective university at a rate of approximately 1. 4 to 1 8. 7 versus 6. 1 percent. This difference is larger when examining phone responses from employers: 1. 9 to 1 10. 7 versus 5. 7 percent. The results examining either an e mail or phone response total response from employers show that candidates with a degree from an elite university are 1. 7 times as likely to get any response as candidates with a degree from a less selective university 15. 2 versus 8. 9 percent. 001 for phone and total responses. Figure 2 reports employer responses for white versus black candidates. White candidates receive more e mail responses than black candidates at a rate of approximately 1. 4 to 1 8. 7 versus 6. 1 percent and more phone responses at a rate of approximately 1. 6 to 1 10.