As if it weren’t hard enough already: Breaking down hiring discrimination following burnout

From Burnout to Occupational Depression: Recent Developments in Research on Job-Related Distress and Occupational Health

“…However, the sparse comparative literature on the issue suggests that both conditions are similarly stigmatizing (45). Moreover, the stigma recruiters attach to burnout is a barrier to employment and promotion (46).…”

Homosexuality's Signalling Function in Job Candidate Screening: Why Gay is (Mostly) Ok

“…As a fifth dimension, we manipulated candidates' language knowledge besides English (None, French, Spanish). Again, mentioning the candidates' language mastery was an ecologically valid addition to the vignettes (Oreopoulos, 2011;Sterkens et al, 2021). Furthermore, language mastery may further amplify gay mens' and lesbian womens' expected signalling functions of, for instance, social skills and outspokenness (Appendix Table 1).…”

“…Vignette studies are controlled experiments in a laboratory setting that integrate experimental manipulations in a survey set-up. They are commonly employed to analyse human decision-making in the context of hiring decisions (Kübler, Schmid, & Stüber, 2018;Sterkens, Baert, Rooman, & Derous, 2021;Van Belle, Di Stasio, Caers, De Couck, & Baert, 2018;Van Borm, Burn, & Baert, 2021). In such experiments, participants evaluate fictitious candidate profiles (vignettes) that vary across several characteristics (vignette dimensions, for instance 'job-relevant experience') on a predetermined number of levels (vignette levels, for instance, 'yes, no').…”

“…The third dimension revealed the candidate's age in years (33,38,43,48). To support the ecological validity of the experiment by avoiding overly similar profiles, we randomly adjusted each of the four age levels by adding or subtracting two years (Sterkens et al 2021).…”

Diving in the Minds of Recruiters: What Triggers Gender Stereotypes in Hiring?

“…24 Based on the information given, they first had to indicate the probability with which they would invite the job candidate to the next round (i.e., hereafter 'invitation probability') using an 11-point Likert scale going from 0 ('strongly disagree') to 10 ('strongly agree'). We adopted the statement from Sterkens, Baert, Rooman, and Derous (2021). Next, participants had to rate the applicants concerning 18 statements corresponding to different stereotypes existing about women in society, as well as three additional statements that surveyed participants willingness to collaborate with the job applicant and their perceptions about the willingness of co-workers and customers to interact with the presented job candidates.…”