We investigated the adverse impact of résumé screening, taking into account the intersectionality of minority characteristics. A correspondence audit test showed hiring discrimination depended on the strength of applicants' ethnic identification. The odds for rejection were 4–6 times higher for résumés with ethnic minority identifiers (Arab names; Arab affiliations) when compared with ethnic majority identifiers (Dutch names; Dutch affiliations). Sex moderated the ethnicity effect but the particular effect (ethnic prominence; double jeopardy against women or men) depended on the type and degree of ethnic identification, lending support for a within-category approach to study ethnic prejudice. The four-fifths rule resulted in similar findings. Theoretical implications regarding the intersectional effects of minority characteristics and practical implications regarding ways to avert adverse impact during résumé screening are discussed.