This study is to explore the impact of perceived employment discrimination on job search performance. Based on the trait activation theory, this article proposes that people’s perceived employment discrimination when searching jobs online has a direct effect on job search performance, moderated by self-efficacy of job applicants. A total of 97 valid questionnaires were collected in this study. Through data analysis, we have concluded that the perceived impact of employment discrimination on job search performance is significantly negatively correlated, and job applicants’ self-efficacy is not significant. Such results have implications for the human resource managers and job applicants to adopt positive attitudes to deal with the possible facing discrimination generated during searching a job in the internet era.