Anonymous résumés: An effective preselection method?

Abstract

During the preselection process, recruiters use cues from résumés to form attributions about applicants' suitability. They rely on visible characteristics (e.g., origin) that activate stereotypes that can lead to discriminatory decisions. The anonymization of application forms is a possible intervention to avert discrimination. The few studies on this topic led to inconsistent conclusions. The present study aims to extend previous findings by comparing decisions on anonymous and standard résumés that differ in quality. Recruiters (N = 1,031) assessed a series of application forms whose profile (Caucasian, Moroccan, overweight, normal stature) and résumé content (experience, spelling errors) differed. Results show that anonymous application forms are rated more severely than standard forms, and are effective in neutralizing discriminatory behaviors toward overweight applicants. K E Y W O R D Sdiversity, inclusion, placement, recruitment, selection

Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects

“…Theoretically, Brown et al (2005) contend that such positive behaviors leave employees obligated to reciprocate, which is tied to Blau's (1964) work on social exchange theory (SET) and leads to followers providing enhanced work behaviors (Brown et al, 2005). Within the context of fair treatment to all, there is growing attention toward equality and inclusion in the workplace with respect to differences in gender, age, culture, and religion (Fine & Sojo, 2019; Lacroux & Martin‐Lacroux, 2020). Such diversity provides challenges (Pless & Maak, 2004; Van Hoye et al, 2019) that organizations must meet to benefit all employees, customers, and other stakeholders.…”