1995
DOI: 10.1177/1046496495263002
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Assessing Job Applicants

Abstract: This experiment recreates several features of a hiring decision in a professional field. The authors use ideas from expectation states theory to formulate predictions about the evaluation of applicants in a context where they are assessed one ata time. The variables examined are sex of applicant, sex of assessor, applicant's academic record, and type of decision (whether assignment of ability or allocation of rewards). Results show that academic record had a stronger effect than either sex of assessor or sex o… Show more

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Cited by 23 publications
(1 citation statement)
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“…These circumstances may have influenced patterns of hiring discrimination (see, e.g., Chavez, Weisshaar, and Cabello-Hutt 2022), so it is incumbent on future research to determine whether or how our findings vary across time periods. Fourth, it is important to consider other types of job applicants—including less clearly qualified ones, who might face greater performance biases than the applicants we use in our audit study (Foschi, Sigerson, and Lembesis 1995)—to examine varying combinations of performance uncertainty, bias, and diversity value in hiring screening decisions.…”
Section: Conclusion and Discussionmentioning
confidence: 99%
“…These circumstances may have influenced patterns of hiring discrimination (see, e.g., Chavez, Weisshaar, and Cabello-Hutt 2022), so it is incumbent on future research to determine whether or how our findings vary across time periods. Fourth, it is important to consider other types of job applicants—including less clearly qualified ones, who might face greater performance biases than the applicants we use in our audit study (Foschi, Sigerson, and Lembesis 1995)—to examine varying combinations of performance uncertainty, bias, and diversity value in hiring screening decisions.…”
Section: Conclusion and Discussionmentioning
confidence: 99%