How do interviewers respond to applicants’ initiation of salary negotiation? An exploratory study on the role of gender and personality

Abstract

Purpose – The purpose of this paper is to examine whether women encounter more social resistance than men do when they attempt to negotiate for higher compensation, and whether the gender and personality of the interviewer moderates that resistance. Design/methodology/approach – The authors conducted an experiment to explore how gender and personality jointly influence interviewers’ decision making in job negotiations. Findings – The authors found that: first, female interviewees who initiate negotiations in a job interview are penalized by both male and female interviewers; second, more agreeable interviewers are “nicer” than less agreeable ones to interviewees who ask for more pay, even after controlling for the interviewers’ gender; and third, more extraverted interviewers are “tougher” than less extraverted interviewers toward interviewees who initiate salary negotiation. These phenomena are more pronounced when interviewees are male as opposed to female. Research limitations/implications – Some limitations need to be brought to the reader’s attention. First, the participants of this study are undergraduate students. While most of them have job interview experience as an interviewee, few have any experience as an interviewer. In order to minimize this effect, we used human resources management students who previously had a course on hiring and selection in this experiment. Second, the order of the interviewees evaluated by participants, acting as interviewers, could cause an “order effect.” Practical implications – This study contributes to the gender, personality, and negotiations literature, and “fills the gap” on the joint effect of gender, personality, and hiring decision making. Gender discrimination during job interviews suggests that business needs to address discrimination and diversity issues earlier. It may be wise for management to consider the potential bias of an interviewer’s gender and personality on their hiring decisions before the organization makes a final decision on which interviewee should be hired and how much salary should be offered. Originality/value – To the best of the knowledge of the authors, no prior studies have explored the joint effect of gender and personality on negotiation behavior in a job interview setting from an interviewer’s perspective.

Categorical Distinctions and Claims-Making: Opportunity, Agency, and Returns from Wage Negotiations

“…Regarding agency and returns, studies consistently find that women are less likely than men to negotiate for pay or pay raises, and when women do negotiate, they receive lower rewards (Dittrich, Knabe, and Leipold 2014;Kang, Xiu, and Roline 2015;Kugler et al 2018;Mazei et al 2015;Thompson-Stacy and Pogue 1996;Wade 2001). In general, this literature emphasizes that women who negotiate, particularly if they negotiate for themselves, violate gendered interactional norms, for which they are penalized (Pradel, Bowles, and McGinn 2006).…”

The impact of gender and profit margin on the duration of hiring process for professional service firms

“…A common perception may be that much progress has been made on the equality between the sexes front (Stoker et al , 2012). However, results from this research, along with recent reports such as the anti-diversity manifesto from a Google employee (McGregor, 2017), as well as findings on gender-related personality phenomena (Alewell, 2013; Georgellis and Sankae, 2016; Kang et al , 2015) all illustrate that there is more work to be done on this issue.…”

“…Male applicants who were interviewed by male recruiters have a higher attraction to the firm than male applicants interviewed by females (Turban and Dougherty, 1992). Research on the joint effect of gender, personality, and hiring decisions found that female interviewers are not harsher than males interviewers when candidates ask for more pay, regardless of the candidate’s gender when the interviewer’s personality traits were considered (Kang et al , 2015).…”

The Influence of Non-Cognitive Skills on Wages within and between Firms: Evidence from Bangladesh's Formal Sector

“…Gerhards and Gravert (2015) tested grit by presenting respondents with a mix of hard and easy anagrams and assessing their patterns of skipping or switching to easier anagrams. 14 The same story from the employers' viewpoint was reported byKang et al (2015). They found that more agreeable interviewers are nicer than less agreeable ones to interviewees who ask for more pay.…”